What will it do?
Use this tool to get ready. It’s written for the more structured type of performance reviewing but the principles apply anytime – for 1 person or more.
Roles change and people change roles. The tool only takes 5 minutes to complete and use it as often as necessary.
Three steps to take
Get focused on the things that will make the most impact for you.
1. What are your motives for doing the reviewing?
Why are you even bothering? What is it important? What are the short, medium and long term consequences of not reviewing? If you can’t state these motives, then your first step is to reflect, discuss and be clear what the answers are!
2. Answer each of these questions
Whose performance are you reviewing?
Who’s responsible for that performance?
Is anyone else involved in the reviewing?
What’s their role in the reviewing?
What’s the context for the reviewing?
What is the performance being reviewed against? A target or goal? A standard? Behavioural guidelines? Expectations (yours or someone else’s?) Something else?
What’s the anticipated outcome of the reviewing? Greater motivation (confidence, sense of control), behavioural change, or something else?
3. What other preparation is needed?
What data or information are required?
What feedback from other people will help?
What basics are required about the timing, place, space to do the reviewing?
Get a plan Stan.
The basics you need to have in your plan are set out below. As well as these we’d encourage you to:
- Think about the people who need to know that you’re using this tool and tell them what you’re doing. That way they can support you and won’t think you’re just being weird.
- Think about the impact you want from using this tool. Depending on your starting point, how hard you work and how ambitious you are, you might not get that impact straight away. So valuing progress rather than perfection will help build your confidence and keep you going.
- What are you going to do? (This bit is easy – it’s probably the 3 things listed above.)
- When are you going to do these things? (You don’t have to be great to get going, but you better get going if you want to be great)
My start date:
- How often will you be doing them? (Getting great has a lot to do with making things a habit)
Check-in frequency and dates:
The difference between having a plan and making it work is about action. So get this in your diary now. Tell the people who need to know so that they can support you and won’t just think you’re being weird. Do it now.
Remember, it’s progress not perfection. You’re looking for gradual improvement, not for Rome to be built in a day.