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Why Micro-Reviews are the New Performance Reviews

Fifty-eight percent of managers feel performance reviews are not effective, and can we really be shocked? Annual appraisals not only make employees’ palms sweaty, but they may be bad for company productivity. Giving feedback for the whole year can be exhaustive, tedious and time consuming. It’s time to move away from traditional processes and revamp reviews. Providing bite-size lessons and ongoing coaching is a smarter way to support staff and manage performance. Here are a few things you can do to embrace the magic of micro-reviews:

Regular one-on-one meetings:

Getting together with each member of your team on a consistent basis provides a platform for open communication. Whether you hold them once a week or every two weeks, this time is essential to ensure you’re on the same page. It’s an opportunity to give feedback, answer questions and get a pulse for how your employee is feeling. Also, take the time to ask how you can help with anything they are struggling with. When this happens on a regular basis, you can grow as a team and efficiently evaluate performance throughout the year.

In addition, the regular facetime will foster stronger relationships with your staff. You’ll get honest communication that stems from understanding both personal and professional goals. Performance reviews don’t have to be a formal and lengthy evaluation. Micro coaching sessions can be more comfortable and work much better than a loaded annual meeting.

A Culture of Feedback:

Don’t leave employees in the dark. If they’re wondering how they’re doing, let them know it’s okay (and encouraged) to ask. It may not be natural for staff to seek out feedback, so have a conversation about being proactive.

On the flip side, if you want to know how you’re doing, ask for feedback from your employees. This will keep your leadership skills polished and let your team know you’re agile and willing to learn. It may be difficult to open up, but building a culture of feedback leads to growth. For example, you may ask “How am I doing as a leader?” or “How can I help you do your best moving forward?” Honest day-to-day dialogue quickly uncovers any issues and makes sure you are both aligned in your goals.

While annual reviews are daunting, micro reviews manifest growth. It’s no wonder nearly 1/3 of businesses are adopting this type of frequent communication. Instant feedback helps employees develop over time and ensures daily accountability. They allow people to pivot quickly and make timely changes, rather than waiting for a yearly evaluation to hear where they can improve.

One way to implement a culture of feedback is through pluses and deltas. Whether it’s a team meeting, one-on-one or presentation, identify what went well (pluses) and areas to improve (deltas). Practice giving feedback after everything to make it normal and expected. When it’s part of your routine, it will naturally become a habit that is part of your culture. The beauty of feedback is that it’s not a one-way street. Lessons can be learned from peer to peer, manager to manager or employee to manager. Growth can come from anywhere; when everyone participates, the entire company benefits.

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