This time of year brings with it cheer and anxiety especially when it comes to those end of year performance evaluations. Yes, the dreaded sit down with your boss to discuss, explain, and defend why you should get that (fill in the blank %) increase for all the blood, sweat, and tears that were expended during 2015.
It’s always about the numbers, isn’t it? Well it is especially true if you’re in sales and trying to reach the all to often unobtainable quota. I remember the stress I felt even in the good years when I exceeded my quotas. The mental anguish that led up to the meeting was horrible. The idle chatter was excruciating, then came the evaluation, section by agonizing section with numbers attached to each one rating my performance from positive attitude to quota attainment to conference call participation to timely submission of paperwork etc. I’m sure that your review was similar.
There were horror stories of some going on for three hours, others being let go during their review. Still, there were those reviews that caused arguments to surface, yet, none achieved the intended purpose to challenge and motivate the employee. Why is that? Interestingly, it has taken companies decades to realize (with the help of the psychologists) that these reviews have a negative impact on their employees mental wellbeing.
Two corporate giants have already taken a different approach to how they will evaluate their talent which will dramatically reduce the negative mental impact while fostering personal growth in a low stress environment. Conversations need to take place all year long. For that matter, coaching moments needs to happen too. You cannot expect to show up at years end and expect a motivational conversation to unfold. Again, If these discussions are taking place throughout the year, communication increases, plans are adjusted, anxiety is reduced, teamwork is nurtured, and goals are realized. The article provides some valuable insight on what performance reviews actually do to employees receiving them…
Want to know if their review will be excellent, average, or poor then click HEREMore