Feedback that produces results

If your company is like most of the companies that I have worked in there is a good chance that once a year, you get the opportunity to go through the “annual performance review”. This is typically nothing more then an evaluation of your performance based on a pre-selected group of competencies that should relate to your current position. Your boss, who may or may not actually have the insight and/or working relationship with you to accurately evaluate your performance typically conducts the review. Furthermore, the results of your evaluation may influence your annual bonus, raises, and even promotions. To top this all off, there is a good chance that this evaluation will do nothing to help you develop as a professional within and for the company.

While the annual performance review is a good start and often required for administrative purposes, the whole process does little to actually develop the people who are being evaluated. With all the talk of “talent management”, “succession planning” and “employee development” it would seem that the annual performance review would at least serve as a starting point for the professional development of a companies most valuable asset – the employees. But from my experience, this is not the case. More often then not, I see the following; the performance reviews are conducted, the boss has a brief conversation with the employee and then it’s over…..until the following year.

So what is the best way for you or your company to take the same “philosophy” behind evaluating performance and turn it into an actual process that advances the skills, behaviors, and performance of the person receiving the evaluation?

1. Begin incorporating 360° feedback into the evaluation process. While the 360° process can be used in conjunction with the annual review, I prefer to use them independently of one another. The “annual review” is best used for general administrative purposes, while the 360° is best used for personal and professional development purposes. 360° feedback is the best way to collect feedback from multiple people at all levels in the organization.

2. After reviewing your report with your boss, pick a couple of areas that you and your boss believe are important to strengthen for your professional development and career goals. Next, go to a few people who you trust and seek out their feedback on the issues you have selected to focus on. Ask for their opinion and listen. Remember, you’re seeking out feedback so this is not the time to disagree. Just listen and say thank you. That’s it!!!! Take the additional information and begin creating a development plan with measurable goals.

3. If you are struggling with any of the issues that you have selected, ask your boss for advice or find a mentor to provide you with regular feedback and ongoing support. Depending on the areas that you have decided to further develop, it may be appropriate to work with a professional coach.