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Driving Employee Engagement Through Performance Reviews

Learn how to deliver effective performance reviews that drive employee engagement and retention. Discover strategies to use effective language, encourage employee input, and communicate performance and pay differentiation.

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Driving Employee Engagement Through Performance Reviews

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  1. Driving Employee Engagement Through Performance Reviews Delivering Performance Reviews

  2. Review Performance Retention 35% 25%

  3. Review: Continued

  4. Presentation Review • Use Effective Language • Encourage Employee Input • Communicate Performance and Pay Differentiation

  5. Use Effective Language Example: Common Pitfalls “The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result.” “The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You submit paperwork on time and did a really bad job managing the Bouchard account as a result.” “The main that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result.” “The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really job managing the Bouchard account as a result.” weakness Uses Overly Negative Words never Makes Generalizations bad Makes Value Judgments

  6. Use Effective Language Do… Frame problems as development opportunities Be descriptive when giving examples Emphasize words of encouragement

  7. Use Effective Language – Summary Don’t… Do… Frame problems as development opportunities Use overly negative words Be descriptive Make generalizations Make value judgments Emphasize words of encouragement

  8. Presentation Review • Use Effective Language • Encourage Employee Input • Communicate Performance and Pay Differentiation

  9. Encourage Employee Input Example: Common Pitfalls Situation: The employee asks a question I’m not sure how to answer Situation: The employee is angry Situation: The employee thinks they should have gotten a different rating Avoid difficult questions Response: “I’m sorry if this is coming across as harsh” Response: “You’re the one with a performance issue--attacking my ability as a manager won’t change your rating” Response: “I didn’t want to give you this rating, but I had no choice given how our system works.” Response: “I have no idea what the answer is. Maybe someone in HR can tell you.” Become defensive or apologetic Express dissatisfaction with performance management systems/decisions

  10. Encourage Employee Input Do… Be candid, thoughtful, professional Schedule plenty of time Restate employee comments Respond calmly to negative reactions Follow-up if necessary Own the feedback

  11. Encourage Employee Input – Summary Don’t… Do… Avoid addressing difficult questions Schedule plenty of time Respond calmly to negative reactions Become defensive or apologetic Express dissatisfaction with performance management systems/decisions Own the feedback

  12. Presentation Review • Use Effective Language • Encourage Employee Input • Communicate Performance and Pay Differentiation

  13. Communicate Performance and Pay Differentiation Example: Common Pitfalls … As a reminder: I know the merit increase is less than you were hoping for, but Here’s how that will impact your compensation… Overall, you received a rating of 4— that’s the highest of everyone on your team! The profit-sharing component of your variable pay is calculated using a graduated, first dollar formula. Discuss other employees’ ratings if you can improve your presentation skills like we discussed, you’ll get a bigger increase next time.” Use jargon Make promises

  14. Communicate Performance and Pay Differentiation Do… Inform the employee of where his/her pay places them in their pay range Ensure the employee understands the terms Explain the pay and performance decision processes Explain what types of behaviors are necessary to achieve different ratings (e.g., meets, exceeds)

  15. Communicate Performance and Pay Differentiation – Summary Don’t… Do… Inform the employee of where his/her pay places them in their pay range Reveal other employees’ pay or performance ratings Ensure the employee understands the terms you use Use complicated compensation or performance management jargon Explain pay and performance decision processes Promise that doing certain things will lead to different pay outcomes Explain what types of behaviors are necessary to achieve different ratings

  16. Presentation Review Delivering Performance Review Feedback: Use effective language Encourage employee input • Additional Resources • Manager Guide: 10 Keys to Improve Employee Performance through Formal Performance Reviews • Manager Guide: Improve Employee Performance by Managing Reactions to Formal Feedback Communicate differentiation

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