Search Content

WhitePapers


How to Buy a Phone System

Considering a new phone system for your business? The Phone System Buyer's Guide from VoIP-News provides you with all of the information you need to make a more informed decision. The Guide helps you...Read More


Sales Force Automation Comparison Guide

Businesses of all sizes can benefit by automating all aspects of their sales processes with an SFA (Sales Force Automation) solution. But due to the sheer number of features that most SFA solutions...Read More


Oracle Magazine

Oracle Magazine contains technology strategy articles, sample code, tips, Oracle and partner news, how to articles for developers and DBAs, and more. Oracle (NASDAQ: ORCL) is the world's largest...Read More


Which CMS Is Right For Me?

If you're wondering which CMS is the right one for your organization, this comprehensive guide will take you through the various options available, detailing the pros and cons of each. Download...Read More




View All Whitepapers

Questions not answers make great employee performance reviews

Questions and not the answers you provide create the most powerful employee performance reviews.

Think about learning to drive a car - someone could tell you what to do until they were blue in the face, but it wasn't until you physically sat in the drivers seat and made mistakes (corrected by the instructor) that you truly started to learn to drive.
Why do managers then insist employee performance review time is when they get to sit back and tell the employee everything they have done wrong and what they should do to fix it?

The best managers and leaders use employee performance reviews as a time to ask powerful questions to help the employee reflect on their performance and to set goals for the future.

Here's two of my favourite questions that I use with my team and why I use those questions.

· What was your favourite task/role/project in the past 12 months and why? What made it so special? What made it successful? What did you do to make it work so well? This is a great question as it helps you to find patterns of success. You get to learn what motivates your team member.

· What was your biggest mistake/regret of the past 12 months and what did you learn from it? Another great question. Often this will help identify areas you need to keep an eye on in the future. For example, was there a particular personality they couldn’t work with, were they having problems with time management or trouble with balancing work and life? By having them reflect and learn from their mistakes you help teach that mistakes happen in life – it is what you do with them that are important.


To have a look at some of the other questions I ask my team during their employee performance reviews here is a link to one of my articles.

Until next time

Ingrid




Related Wealth Management Software Articles

Technorati Ad Network for Blogs is Live


Technorati ad networks displays detailed information about the performance of ad units on different sites so it becomes easy for advertisers to shortlist sites for their campaigns. Technorati Engage, the self-service ad network for bloggers is now...

Read more about Technorati Ad Network for Blogs is Live...

Creativity for Left-Brained People


As a systems-thinking, ridiculously rational INTP, I can’t tell you how many times I’ve been told to, “Stop overthinking!” After all, rational thinking isn’t naturally associated with creativity. I admittedly find it difficult to act on creative...

Read more about Creativity for Left-Brained People...