A new year is always synonymous with year-end reviews and brand-new personal development plans. However, despite putting a lot of effort into their performance management processes<\/a>, many businesses struggle to turn them into effective motivational tools. In fact, research shows that performance reviews and ratings don\u2019t seem to have an impact on organisational performance whatsoever<\/a>. <\/p>\n\n\n\n <\/p>\n\n\n\n Yet, despite this startling fact, over 80% of companies still dedicate huge amounts of resources to this costly exercise.<\/p>\n\n\n\n Based on this, you may think that we are about to recommend getting rid of performance reviews altogether. Not quite. Sitting down with staff to recognise their contribution is never a bad thing. <\/p>\n\n\n\n <\/p>\n\n\n\n At Let\u2019s Talk Talent, we believe there are ways to transform formal appraisals into positive experiences that generate growth and benefit both the organisation and its people. Or as we like to say, less of the stick, more of the carrot. To help you do this, here is a quick list of the top 10 mistakes to avoid during formal appraisals. <\/p>\n\n\n\n <\/p>\n\n\n\n In this article, find out about the following key management mistakes: <\/strong><\/p>\n\n\n\n Time-poor managers may have a long list of people whose performance they have to review, so it\u2019s understandable that some may skip the preparation stage. But don\u2019t forget this process isn\u2019t about you. It\u2019s about recognising the contribution your team members have made throughout the year. They deserve time and focus. Don\u2019t do appraisals on the fly: set aside some time in your agenda to prepare ahead of your meeting, and gather feedback from others so you have enough input for a comprehensive review of the entire year.<\/p>\n\n\n\n <\/p>\n\n\n\n Many managers do not feel confident enough to have difficult conversations. But for growth to happen, there needs to be an honest discussion about the skill gaps your team members need to fill to be able to progress to the next stage of their career. However, this doesn\u2019t mean that negative feedback shouldn\u2019t be handled with care. Prepare what you want to say in advance, rehearse it if needed or get some coaching to increase your confidence. Techniques such as role play can give you the tools to support employees and help them learn from their mistakes, and strive to overcome them. Remember that good managers will set the bar high, but also provide the necessary support to reach objectives.<\/p>\n\n\n\n <\/p>\n\n\n\n\n
1st performance review mistake: Not being prepared enough<\/strong><\/strong><\/h3>\n\n\n\n
2nd performance review mistake: Avoiding the negative feedback<\/strong><\/strong><\/h3>\n\n\n\n