The subject line of the manager’s email reads: Annual Reviews Due!!  At that moment an audible groan is muffled behind every manager’s computer.  Why?

“Review time! We just finished forecasting and budgets!  Now, I’m going to pull more late nights and Saturdays!  There are just too many *%!@*  things to do around here!”

Reviews, appraisals, salary performance reviews or whatever you call the process…tend to sneak up on a manager’s horizon.  Following employee terminations, it could probably be ranked as a manager’s least favorite activity. Conversely, it is one of the most anticipated events of the year for an employee and can have a strong influence on whether a top performer stays or goes.

Why anticipated?  Well, an employee may receive infrequent feedback and wonder how their performance has been perceived. Or, they work remotely and it’s the time of year set to review how they’ve met their goals and to set goals for the new year.  Maybe, they’re waiting to hear if they get a salary increase or not.  But first, you, as the manager, have to get past the “manager dread”.

Manager Dread

Why do managers dread performance appraisals so much?

• Not enough time has been set aside during the year to document performance and whether expectations were exceeded or just average
• There are not regular performance talks (informal or formal) throughout the year, so it feels awkward to address “deep” issues
• There are areas that need improvement with no clear goals, job descriptions or job duties so it appears that the manager is just  “adding more to their job, as needed”
• The employee might ask specific questions about goals that are not measurable, and your review seems  contingent on how you feel about someone 

How can we make performance appraisals better experiences?

• Professionally written job descriptions or guidelines
• Know the traits that it takes to be successful in the position
• Frequent informal communcation with the employee, including talks about performance 

Companies often will be able to tell you what it takes to make them successful, such as their core values and mission statement.  Yet, when it comes to breaking down the values, mission statement and strategies into bite-size parts for the employees to handle, it resembles a jigsaw puzzle fresh from the box.  How can that be avoided?

Next time: “One Employee’s Story” and How to Avoid Turnover

When I was a young child in the ’50s in New Orleans, I’d watch TV every night just to get a glimpse of our friend, Frank Maguire, reporting the news and weather. I’m told I was quite “mad” at Frank that he didn’t wave back. Frank still laughs about that one.  He’s gone on to accomplish some pretty impressive public things, from serving in the White House with JFK to being the VP of PR for Colonel Sander’s when he was a regular on the Johnny Carson show.  Even as an international speaker inspiring leaders all over the world, Frank’s ease of jumping on a platform to share his story as a founding exec of FEDEX  is conducted with grace and encouragement.  Frank has inspired me in a big way.

What occurred to me today, as the Texas Women Who Rock event  (See Texas Women Who Rock Breakfast Promo) quickly approaches, is how many women and men, who have inspired me, became role models for my aspirations.  Two of my co-presenters have touched my life in an inspirational way and now I am rocking with them!

Donna Fisher, my co-presenter and speaker, author and entrepreneur is going to share how she’s transformed personally and professionally over her career.  My first memory of Donna is when I was in the corporate world almost 20 years ago and recommended her to my company President.   It takes guts to get up there and expose yourself to a group of people who may not “get” you.  Thinking back, I still remember how the President marveled at how quickly she made a connection.   

Karen McCullough and I have fun memories of meeting when she first started her speaking business.  We discussed networking and building referral business…a hot topic of the day.  Not knowing it at the time, I referred her to the first speaking client she ever had!   Attending one of her events a few years later, I appreciated why my client liked her so much…she was great and I was inspired…still am.  

We have enjoyed telling many friends that eight years later I walked into the National Speaker’s Association’s Pro-Track Class and guess who was the Leader? Karen!!  So, yes, your inspiration can become your aspiration. 

Come join us Friday, September 25th by REGISTERING HERE.   

Who has been your inspiration?