stages of development - International Business Growth Radio Network

End of Year Performance Conversations: How to Add Value - Angela Hooper-Menifield

23/12/2020

Angela Hooper-Menifield - "The People Side of Business"

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Introduction
Having conversations regarding performance can be a challenge, no matter what time of the year they take place. However, in most organizations, whether performance is rated on a calendar year of January to December or fiscal year (starting in either July or October), managers and owners find themselves needing to provide some degree of constructive feedback at a period of time ending around December 30.

As such, this can be a stressful time for both employer and employee while due to the end of year festivities and holidays, hard to accomplish. An additional complication can be that most of us return on January 1 each year with a renewed degree of expectation and wonder why it is however, that nothing has improved or changed. Today’s episode will provide some guidance on how to structure these performance discussions in a way that creates a positive conversation moving forward while also providing value insight and feedback from both lenses.

Show Objectives

Gaining clarity as to why frequent opportunities to give and receive feedback is important
Outlining the key components of performance conversation
Methods of hearing, being heard and implementing positive traction moving forward

Key Issues

Feedback can be hard to give and receive
Having positive energy
Don’t “YOU” the person
People do not hear until they have been heard
Avoidance is feedback

What You Need to Do

Think into what areas of feedback you desire to receive from team members
Practice the sandwich approach to giving feedback (good, areas of improvement, good)
End each discussion with how to move forward (the past is the past)