Performance Management Doesn’t Have to Be Painful

Do you dread doing performance appraisals? (…or any kind of performance management?)

If so, you’re not alone. It’s rarely an experience people look forward to – whether on the receiving, or the giving end. But it doesn’t have to be.

It’s true that many performance appraisal systems don’t do much to motivate and inspire even the strongest of performers (and are often seen as a necessary evil). But if you feel your hands are tied as a result, you will dramatically underestimate the power of your leadership.

Over the years, in the myriad of 360 feedback interviews I’ve done for my executive clients, it almost never fails that at least one (and usually many more) of their directs indicate they would really like to have more feedback, coaching, and mentoring on what they could do better…

Which is interesting – because they don’t just say they want more POSITIVE feedback. They say they want the CONSTRUCTIVE kind too.

They want to know what their leader sees them as capable of achieving – what heights their manager envisions them potentially reaching. And they want to know what they need to do (or stop doing) to close the gap between where they are and where they could be.

These conversations are undoubtedly something that should happen more than once or twice a year. But even if, like many leaders, you have not yet made good on your intentions to have those conversations more often, you can start anytime.

You can start now.

Here are some questions worth considering that can help you turn otherwise unpleasant feedback conversations into valuable ignitors of performance.

• What do you see each of your people capable of achieving?
• What, if anything might they be doing that could get in their way?
• How can you bring limiting behaviors or patterns to their attention in a way that helps them recognize (1) how their current behavior is getting in their way, (2) why making a change will help them to succeed, (3) what they need to do differently, (4) what gives you the confidence they can turn things around?
• What coaching, mentoring, learning/development opportunities, and/or other support can you make available to help them bridge the gap?

Performance feedback conversations don’t have to be a drag.

If you were walking around with a giant weight tied to your back that you didn’t realize you were carrying, you’d be grateful to someone who helped you recognize how to release it. Especially if that person was also able to hold a vision of what you could achieve if you let it go – and where you might be able to go without it.

As a leader, you can do that for other people all day, every day.

Here’s to your success – and your ability to help others succeed too!

Diane