| Personal performance review conversations are | | | | about your performance strengths and further |
| not everyone's favourite time of year. In fact, for | | | | potential? |
| some, it can be the worst experience of being a | | | | Question 3: In what ways, and how often, are |
| manager. And we all know how staff usually feel | | | | you checking your progress toward your |
| about it! | | | | performance goals? |
| But much of the feeling that surrounds personal | | | | Are you monitoring these measures weekly or |
| performance reviews has to do with the kind of | | | | monthly so you have regular feedback you can |
| conversation that you have in those meetings. It's | | | | act on? Do you have your own measures of |
| the words, and intentions behind the words, that | | | | performance, that keep you focused on the |
| evoke the feelings. | | | | results most important for you to achieve? |
| So if, in place of embarrassment and frustration | | | | Question 4: What opportunities are within your |
| and feelings of failure and inadequacy, you instead | | | | circle of influence (as opposed to your circle of |
| want to evoke more curiosity and motivation and | | | | control) that can help you move closer to your |
| confidence, then try a few variations of these 5 | | | | performance goals? |
| powerful questions when you next review a staff | | | | Forget about your constraints and think freely for |
| member's performance: | | | | a minute - what are some possible ways that you |
| Question 1: Are we meaningfully measuring the | | | | can develop your own potential and perform even |
| goals in your performance plan? | | | | better in your role, that you haven't considered |
| Do we have the right evidence or feedback to | | | | before? |
| truly guage where you are performing well and | | | | Question 5: What can I do to help you reach your |
| where you have potential and opportunity to | | | | current performance goals? |
| perform even better? | | | | Think of yourself as a coach or mentor to your |
| Question 2: What are your personal performance | | | | staff, and ask them for a range of ideas about |
| measures telling you about your performance? | | | | how you can support them in striving for better |
| How do you interpret the feedback these | | | | personal performance. |
| measures offer? What conclusions can you draw | | | | |