Page 5 - The MIL Leadership Line: January 2022

Creating a Dialogue

Discussing the performance review
When discussing the performance review remember that it is a two-way, individualized
conversation between manager and employee. Performance conversations can be difficult,
and managers should try to create a positive experience that motivates employees and
drives high performance. Using specific language is key. Here are some tips that will be
helpful when discussing an employee’s performance evaluation.

Do’s Don’ts

» Problem-solve » Blame
» Focus on the entire year » Select only recent activities
» Be specific » Generalize
» Integrate with the mission and goals of the » Focus on actions, goals, and objectives that
team and MIL don’t connect to team and organizational
goals
» Ask for their opinions, suggestions,
accomplishments, goals, and needs. » Do all the talking

Proven strategies and best practices for making the most of evaluations
Set expectations before the review and during:

» Before the review – Tell the team member the meeting will be via Teams with the camera on.
» When the meeting starts – Set the tone, make your team member feel at ease by explaining this is a two-way conversation
to help recognize accomplishments, identify strengths and weaknesses, and establish goals for continued success.
Be prepared for unplanned technical glitches/silences.
Anticipate possible video call delays / frozen screens. You may accidentally speak over each other. It can feel awkward
and interrupt your train of thought and the overall conversation. Listen carefully and encourage back and forth
communication. Pay close attention to make sure things aren’t lost in translation. Pay close attention to body language –
yours and theirs.
Don’t be afraid of silence.
Ask open-ended questions and be okay with waiting for an answer. Don’t jump in to clarify your question, just wait. Your
team member will ask for clarification if needed. Give your team member time and space to give you feedback / their
thoughts/ opinions.

When writing reviews this year, you may feel less confident commenting on your team
member’s performance compared to before the pandemic started. Pre-COVID, you probably
casually dropped by your team member’s desk to ask for a quick update on a project
when needed. You could easily connect with an employee. Now, the contact must be more
intentional. This underscores how crucial communication is and even more so now with
remote work.
If you feel a little less prepared than you would like to be, don’t beat yourself up about it but be
aware that this is an area to be more mindful about starting right now. As a manager, it’s your
responsibility to ensure communication is a priority which will help you with every aspect of
your relationship with team members. If you don’t already, prioritize one-on-one meetings.
Regular check-ins help you prepare for the future.