How To Improve Your Organisation With A Performance Review

Welcome to Peak Performance Post with actionable tips and advice to help you and your team perform at the top of your game.

In this video, I will be talking about how to improve your organisation with a performance review. Watch the video if you want to find out how.

You can check out the video or read the transcript below.

 

Are you part of an organisation that pays lip service to performance review? Do you just tick the boxes once or twice a year and get it out of the way? After the break, we’ll talk about what you’re missing out on.

So, are you part of an organisation that just pays lip service to performance review? You’re missing out on an opportunity to really improve your people. Performance review is about looking at what they do right and what they do wrong and what they can improve on.

And one of the things about that is about the positive psychology of you doing that. You’re not just patting them on the back and making nice, emotive connections with them. It’s about saying, “Look, you’re doing this really well. How is that working? How can we repeat that? How can we get going ahead with that?” And secondly, it’s looking at what they’re not doing right and then giving a positive way of them improving and going forward.

So, performance review can be a really good tool, handled properly, to improve your people so they are more confident in their role, they understand their role more, and they can actually do the things you want them to do in that role. But you’ve got to ask the questions honestly, openly, and be positive about how you do it.

Once you’ve very comfortable in this role of being a proper performance reviewer, one methodology that’s very simple and very, very helpful is the stop, start, keep, change methodology. It has been around for a long time but a lot of people don’t know how to use it.

Simply, you sit down with a person and look at what they need to stop doing, what they need to start doing, what they need to keep doing and what they need to change. If you understand how you approach that, it’s not about the person emotionally but it’s about what they’re doing and actual practicalities of their job.

Doing that properly, you’ll get them improved. If you want to know more about how you can use performance review to enhance your team and get them performing to their utmost, then visit simonmadden.com.au.