It’s that time of the year in the talent lifecycle when organizations are reflecting on the performance of their individuals. When you are leading a team, it can feel daunting to provide productive feedback that will help your team grow and continue to get better in the year to come.
So, what can you do it get better? Here are a few tips to help you prepare:
Check your intention – do you want to help the individual develop or tell them they did something wrong? The conversation should both increase motivation and provide resources for the person to grow.
Practice – in order to invite your employee into productive conversation, they have to be comfortable. Which means you must feel comfortable! Find a trusted partner to practice being a feedback giver with and take turns.
Invite buy in – buy in drives accountability. Invite your employee to think with you about takeaways, actionable next steps, and mile markers. How do they know what success looks like in the improvement areas you identified? How can they continue to grow in their strengths?
Do you want to help your team better prepare for performance review conversations? Check out another article from CIO we found to be helpful with 10 things to do before, during, and after a review.