Tough Love – A Necessary Evil For Reaching The Next Level
November 18, 2015
By Brian Maynor
Most of us shutter at the mere thought of evaluations and reviews.
Performance reviews are intended to be opportunities for employers to help employees set goals and fulfill their potential, but often the perception is that it will be an uncomfortable time of listening to all the things being done incorrectly or below expectations, and it’s hard not to take that personally, especially when it comes to our image.
New studies are proving that the traditional approach to performance reviews is no longer working and only marginally improve performance. Fortunately there are some new methods being tested with great success. Here are a few that are gaining traction:
1. Immediate Feedback. Traditional performance reviews happen once, maybe twice a year and can be cumbersome to cover every topic or issue, but with a more immediate feedback system you can address and resolve issues practically in real time and move on.
2. Focused Reviews. With more immediate resolution of specific issues, formal performance reviews can be streamlined and focused on long-term goals, as well as abbreviate the time needed for both preparation and conducting the review. One example literally uses a ‘Tough Love’ approach. Tough being one area where the employee needs improvement to reach the next level and Love an area where the employee excels.
3. Clear Purpose. Part of the anxiety associated with performance reviews is the unknown, so making the goal clear goes a long way to alleviate that stress. It could be a simple as saying, “the review will focus on positive aspects of performance as well as areas that need improvement.”
4. Offer a Choice. We all respond to criticism and critiques differently. Some people want feedback to be pointed and direct while others prefer nurturing and kind. Listening to the employee’s needs and request for how they receive feedback will help you convey your message in a way that will ensure it is heard and not discounted.
5. Allow Time for a Response. The best way to close a review is by giving the employee time to be heard. Having time to respond to what has been presented is crucial for the employee to process the information and feel invested in the outcome of moving forward.
Giving constructive feedback can be just as difficult as listening to it, but it helps if both parties start with a clear understanding of the goal, the amount of time spent is limited and the chance to respond is present.
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I am always curious to hear from you and what you see in the workplace. Send your questions, comments and pet peeves to [email protected]. Also find each of these storyboards at http://brianmaynor.polyvore.com with links to purchase each item.
About Brian Maynor
Brian Maynor has built a reputation as one of the leading style coaches in the Southeast and is quickly expanding his eponymous company, BRIAN MAYNOR and his FIND, FLATTER & FLAUNT line of image consulting services. A professional with a fresh, upbeat and down-to-earth personality and boundless creative energy, he works frequently with with local celebrities; Fortune 500 companies and nonprofit organizations; modeling agencies; fashion designers; production companies; record labels; media and individuals. A regular contributor to various fashion blogs and online communities, Brian Maynor is one of the most trusted and recognized style experts in the region, utilizing his education and training as a broadcast journalist to serve as a style lecturer, emcee, and commentator for over a decade. He has appeared at fashion shows, expos, and charity fundraisers, as well as events with big brands like Banana Republic, Ann Taylor, Chico’s and Macy’s. His approach is innovative, creative and fashion-forward, balancing fresh, modern styles with classic pieces to keep one’s look grounded. To learn more, visit http://www.brianmaynor.com.
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