From Evaluation to Empowerment: The Power of Asking Questions in Employee Reviews
Employee reviews are an essential part of evaluating performance and fostering growth within an organization. In our previous blog post, we explored the limitations of the traditional annual review and the benefits of providing more frequent feedback. As we recommend in The Retention Process book, these meetings should occur on a quarterly basis (not annually). Another aspect of the traditional approach that can be improved is the structure of the meeting. Typically managers share their thoughts and feedback without seeking reciprocity. Today, we will dive into why it's crucial to shift this methodology and start asking employees for their feedback during the review process.
Encourage Critical Thinking and Self-Assessment
Asking questions empowers employees to think critically, take ownership of their work, and engage in self-assessment. By shifting from passive listening to active engagement, employees reflect on their strengths, challenges, and areas for improvement. This fosters accountability and a stronger personal investment in their work.
Begin the review by asking open-ended questions such as, "What is working well?" or "What would help you be more successful?" This sets the stage for a collaborative and productive discussion.
Build Trust and Collaboration
Asking questions fosters an environment of trust between managers and employees and creates a culture of worth. It demonstrates that the manager values the employee's opinions, creating a more open and honest dialogue. Strengthening the working relationship and promoting productive collaboration.
Ask questions that encourage employees to share their challenges, ideas, and suggestions. For example, "What accomplishments are you most proud of in the last quarter?" or "How do you think we can improve team communication?"
Increase Receptiveness
When feedback becomes a two-way street, it increases receptiveness. By creating an environment that encourages employees to provide feedback, the likelihood of them actively listening and taking action based on the feedback you provide is significantly increased. When employees feel heard and respected, they are more likely to engage with the feedback they receive and take meaningful steps towards improvement—benefiting both them and the company.
By adopting this question-based approach to employee reviews, managers can transform them into collaborative and productive conversations. These conversations not only evaluate performance but also foster growth, engagement, and accountability. Remember, the success of this approach lies in actively listening to employees. Shifting from being the one giving feedback to asking for feedback can be a challenging adjustment for many managers. Here are some tips to keep in mind:
Remember feedback is an opportunity, not a threat.
Don’t be defensive and listen with an open mind.
Remember the intention. Problems have to be identified before they can be fixed.
Ask questions for clarity. Make sure you fully understand the concern or issue.
Genuinely thank your employee for sharing with you. Let them know that you are receptive.
Act on it. Ignoring problems will only cause them to grow and will hurt your company in the long run.
Pay attention as your employee shares. Eliminate distractions and actively listen.
Embracing the power of questions will allow employee reviews to become catalysts for positive change and development within your organization. Ready to learn more about this leadership approach? Our upcoming workshop “How to Retain Employees: Tools and Examples for Feedback” is focused on this topic. We’re providing tools, sample agendas, and valuable insight that will elevate your employee reviews, foster long-term employee satisfaction, and pave the way for success. Register today!
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