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10 Questions that Get Employees Talking 
Click here to share these important ideas with the managers and supervisors in your organization.
The typical performance evaluation discussion is one-sided. You talk and the employee listens. As a result, everyone walks away from the encounter feeling disengaged and unempowered.
The annual performance evaluation conversation CAN be a very productive and positive experience if both parties fully engage in the conversation. In fact, Painless Performance Evaluations are based on that principle. The employee talks more than the manager does.
To turn the tables and encourage employees to participate in the conversation, you must be armed with open-ended questions. Here are a few that will get you started:
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What did you think about the performance evaluation?
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What surprised you about the evaluation?
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What pleased you most about the evaluation?
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What accomplishments did you have this year that were not included in the evaluation?
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What do you like most about your job?
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What challenges you or frustrates you most about your job?
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What could we do next year to make your job more challenging?
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What could we do next year to make your job less frustrating?
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If you could do one thing to change your job, what would it be?
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How can I help you do your job better?
Before you have the next performance evaluation with an employee, think about how you can involve them in the conversation. Asking a few thought-provoking, open-ended questions might be the answer to getting them involved in the process. It might be the first step to a more engaged and motivated employee.
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Performance Management Webinars
Haven't been able to attend a Painless Performance Evaluations workshop yet? Management Education Group, Inc. is pleased to announce its partnership with ComplianceOnline to offer web-based training on performance management-related topics. We have one webinar scheduled for July and you can access previous webinars at the links below.
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Readers Respond
I have been a big Demingite for nearly 20 years. I loved all of his 14 points, except I couldn't figure out his exhortation to not have performance reviews at all. I struggled with this for some time. I saw many managers who didn't do performance reviews because they thought they were so negative, but they were really abdicating responsibility. I had managers who did this tell me, "My people know all the time where they stand, so they don't need performance reviews." However, this was not usually the case - the people were starving for direction & communication! This is not what Deming was thinking of at all.
I've also seen where the review becomes a crutch for management. By giving it once a year, they think they are addressing people's performance adequately, and maybe even feel they are helping them develop. It's a horrible system and a true leader knows how poor this is. Performance reviews become so charged, that nobody cares for them. Add to that the monetary tie-in, and it's no wonder they are such an emotionally charged issue.
This week a client informed us that he hasn't done performance reviews for 18 years in his company. He said his people were all adults, and didn't need an annual "report card." His people all seemed very happy, and there was a very good, productive atmosphere about the place. I think I finally had an epiphany about this whole issue, and now believe I see where Deming was coming from.
If we give people scorecards, so they know daily if they are winning or losing, they can gauge performance themselves. Then management's job truly becomes one of support, clearing away obstacles, and seeing what the people need in order to develop most effectively - this is much more fun & productive!
Deming saw this 50 years ago - a very smart man indeed!
Regards,
Tery Tennant
602-615-2165
Attainment, Inc.
www.AttainmentInc.com
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Generational Differences and Performance
Join me at the August meeting of the Central Arizona Human Resource Management Association meeting for a fun exploration of generational diversity and its impact on performance management. The meeting is on August 8, 2007 from 11:30 a.m. to 1:00 p.m. at The Property Conference Center in Casa Grande, Arizona.
To learn more about CAHRMA and this presentation visit the CAHRMA website.
Have a great month!
Marnie Green
Management Education Group |
