As we approach the end of the year, many organizations are turning their attention to performance management. Employees may be wondering what that process looks like after a turbulent year of unprecedented change and adjustment to new challenges. To keep employees engaged and avoid burnout, it’s important to create a safe space for them to express concerns and feel supported.
The current circumstances make it important for leaders to approach performance conversations a little differently this year. Managers should show they understand their employees have faced unanticipated challenge and may need more support than usual. They should also think about leveraging these conversations to enrich their relationships with employees and show them support.
Share these tips with your leaders to foster effective end-of-year conversations that build trust and safety with an employee.
Consider the best method for the conversation.
The pandemic may require performance conversations to be held remotely this year. Consider whether phone or video is appropriate and how comfortable each option might be for the employee. Be flexible with time and scheduling, as some employees may have personal needs to work around. Ask employees their preferences for scheduling and format to ease the stress of the situation for them.
Show empathy and understanding for individual situations.
When evaluating an employee’s performance throughout the past year, consider the impacts that changes may have had on an employee’s performance. They may have experienced new tasks and responsibilities, they may have been furloughed and had to adjust back into their role, or they may be experiencing new responsibilities and difficulties in their home life. Seek to understand how the employee is feeling about their role, talk about what’s working and what’s challenging for them, and be open to sharing your own experiences, to help build trust with your employees.
Identify and celebrate successes.
As a part of performance feedback this year, after you have acknowledged the stress that many employees have faced, recognize the positives from the year. Celebrate successes with your employees, and ensure they understand that you appreciate their continued focus and flexibility. If an employee struggled to be flexible and take on new tasks, discuss the reasons why and determine how you can help the employee be more successful going forward.
Discuss ways to continue the conversation.
Because many things have been in flux this year, it’s possible managers haven’t had as much time to focus on feedback conversations. If this is the case, take advantage of the year-end conversation to provide this feedback to your employees, and plan to build feedback conversations into the day-to-day going forward. It is equally important to check in on an employee’s needs, so you know how your employees are feeling and can help address the need for more support and information.