How real-time feedback makes performance reviews easier
Industry experts like Josh Bersin of Deloitte confirm that performance management has really been about feedback all along—we just haven’t been doing it right. Learn why.
A good managers’ top concern is employee engagement. While it may seem like 1-on-1s are all about helping you as an individual, they also give managers valuable insights into their management style and potential issues in the workplace. Your manager is there to help you and your teammates develop professionally. Being open about your needs makes it easier for them to provide the advice and training you need.
When setting up your first one-on-one with your manager, briefly explain your intentions. For example, “I would like some advice on how to manage external suppliers”. You don’t need to be too specific and if it’s a very sensitive topic you can keep it vague. The point is to let them know that you’d like to have a conversation with them, rather than just sending an e-mail or having a brief discussion in the corridor.
Meet somewhere you can speak freely without distraction. If possible, leaving the office to meet at a cafe or taking a walk can create a more relaxed tone to the conversation. If not, meeting in your manager’s office, a meeting room or anywhere you won’t feel the pressure of being overheard or disturbing others is ideal.
Like many companies today, here at Impraise we have an open office concept. While we love the sense of community it creates, we regularly go out for walks during our 1-on-1s to have a more relaxed and personal atmosphere for discussion. A bonus of fresh air and exercise actually help boost creativity.
If you’re nervous about bringing up a sensitive topic, make sure not to back down when you see the dialogue shifting in a different direction. If you’re worried about bringing up disappointing results, try starting the meeting off by telling your boss about the successes you’ve achieved in the past week(s). The fact that you’re coming to them for advice shows that you want to grow and learn from the experience.
Some people like to keep their 1-on-1s informal, others prefer to prepare an agenda ahead of time. Whichever approach you feel more comfortable with, make sure to make these meetings count. In the busy work atmosphere, this is your time to share what’s on your mind and have your manager’s undivided attention. Remember part of your manager’s job is to help you break down barriers in the workplace.
If you’re nervous about pitching a new idea, prepare in advance what you want to say and come up with reasons it will improve the effectiveness of the team. For example, “I think we should have a pet friendly office, here is why: 1. Animals reduce stress 2... ” The more you get used to sharing ideas with them, the easier it’ll become.
Now that you’ve shared your thoughts it’s time to get their perspective. Regularly asking for feedback at the end of your meetings helps you keep updated on your progress and shows your manager you want to keep improving. Being open and sharing your thoughts candidly from the beginning will also make your manager feel more comfortable giving you honest feedback. You may find that you receive even more insightful feedback during 1-on-1s as your manager will have a better idea of your goals and concerns. If your manager doesn’t have any feedback for you you can prompt them by asking open ended questions. For example:
Or more generally:
At the end of your 1-on-1 don’t forget to schedule your next meeting. Whether you meet again in a week, two weeks or in a month will depend on what you discussed and the availability of both you and your manager. If you asked for extra coaching on your presentation skills, it’s best to meet again before or after your next presentation. If you simply want to get into the habit of having 1-on-1s, it’s best to find a standing day of the week and time that works best for both of you and mark it in your calendars straight away.
The most important thing is to get into the habit of meeting regularly with your manager. Even if you don’t have a specific issue to raise with them, the more you get used to speaking with your manager 1-on-1 the easier it’ll be to discuss difficult issues when they arise.
Get a better understand of well rounded 360 feedback by downloading our eBook from Zero to 360 Feedback.
Learn how 360 Feedback allows you to get more well-rounded understanding of your performance, and how to turn it into action.