10 things you can learn from David Brent about running performance evaluations
During leadership training today, we watched some of the BBC series « The Office » and evaluated the boss’ approach to dealing with Performance Evaluation Meetings.
There are many different performance evaluation processes and these are not discussed here. Assuming that you, like many corporate employees, are running “classical performance evaluation moments”, read on…
Based on our evaluation of David Brent (good and bad) work, we created a non-exhaustive list of 10 best practices for dealing well with performance evaluations:
- Explain the purpose of the meeting and have a meeting structure
- ….it is my opinion that one should deal first with the past, then the present, then the future
- Focus on the employee being reviewed
- It’s OK to have a 2-way conversation and to include bottom-up evaluation, but it’s not OK for the reviewer to be self-centred and egoistic
- Listen well to your employees – give them a chance to express things about motivation, performance, future plans etc..
- Give constructive feedback, not just encouragement
- Use a blend of hard fact-driven measures and subjective observation based measures
- Discuss results and relationships, motivation and performance, competence and behaviour
- Don’t make career promises you can’t keep …and be careful when you discuss potential evolution to ensure its not understood as a promise
- Take time to align vision, values and objectives
- Be calm and patient
Leave a comment