"Un-Reviews"... And Why You Should Have Them
By Robyn Porter, Human Resources Manager & Consultant, HTG Peer Groups
Ugh, I can already hear the collective groans taking place from just reading the word “review.” Nothing sparks more dread, stress, and even fear from bosses and their reports than this time honored exercise in performance management. Comments I’ve heard over my years in HR range from, “I don’t have time, you write it,” to “I need a highly detailed format to deliver every single quarter,” depending upon that manager’s style. The debate rages on as to method, delivery, frequency, format or even the relevancy of reviews in the current business climate.
While I think there is merit to the criticisms of reviews, I also believe they are necessary, from both a performance management perspective and a compliance perspective. Having said that, I fall somewhere in the middle of the debate with this: Yearly performance reviews are a necessity but a formal quarterly review process ... not so much. Therefore I present to you the Quarterly “Un-Review,” with all of the benefits but none of the fanfare and stress of a formal review (we can discuss the needs for a more formal yearly review at a later time).
What Is an Un-Review?
It is exactly as it sounds. It is not a formal review as we’ve come to expect them to be. It is a chance to take some time to circle back with your team on how they are doing throughout the year in a more relaxed, culturally-aligned environment. What it isn’t? A form of disciplinary action. These need to be safe conversations, so no criticism or corrections.
Setting The Stage
As with all things in life, timing is everything, and this is no exception. Choose a time and place where you as the manager can sit down one-on-one with your employees and devote at least a half-hour to listening to them without interruptions. If this means taking them to lunch off-site in order to accomplish that, do it. If you have remote employees schedule these when you will be seeing them face-to-face if possible. Next best, use Skype or a similar tool where you can see the person. Body language is very important and goes a long way toward keeping it relaxed. And you should never (IMHO) have these discussions via email or text.
What To Discuss
This is really driven by your culture, your style as a manager, the goals the company are trying to achieve and the employee’s goals as well. The weather? Their yearly goals? Ask if there is anything you can do to support those goals or any resources they need to accomplish those goals. If you’re comfortable, ask how things are going for them personally. How are the kids? How’s your new house? Sincerely discuss their lives, because their well-being matters for successful outcomes (unless they don’t want to; see below).
Know Your Audience
Just as each manager’s style is different, so are your employees’ styles. Determining how to approach them as individuals is one of your responsibilities as their manager. So while one employee may enjoy discussing their personal life with you, another may not.
Benefits Of The Un-Review
The Un-Review honors the time constraints of managers by providing a quick touch-point, without all the hassles of a formal review. Much needed information can be gleaned in a half-hour conversation. It allows follow up on yearly goals in a non-punitive manner. And it opens the door for meaningful dialogue in a relaxed environment. Now that’s a refreshing change!
Robyn Porter is a Human Resources Manager of 20+ years and Consultant with HTG Peer Groups. Her background includes the IT, Hospitality, Distribution, Entertainment and Gaming industries, and from operations to ownership to corporate human resources. Her passion lies in the SMB space helping businesses to maximize HR processes and successfully navigate the challenges. You can reach her at rporter@htgpeergroups.com or find her on LinkedIn or Twitter at @RobynTheHRLady.
About HTG Peer Groups. HTG Peer Groups is an international organization of leading IT solution providers with nearly 300 member companies. In everything they do, whether running peer groups, coaching, or consulting with clients, the HTG team looks to make a positive difference in the lives and businesses of those they serve. Visit www.htgpeergroups.com or call 712-794-7994 for more information.