This document provides tips for making performance review meetings more motivational. It suggests 3 ways to improve reviews: 1) Ask the employee what they want to achieve from the meeting and what would make it useful. 2) Help the employee prepare for the meeting so it is a balanced two-way conversation. 3) Put the employee's input and assessments first before sharing your own feedback so they feel listened to. Implementing these simple techniques can significantly boost the motivational impact of performance reviews.

1. Performance appraisal reviews
I think it's fair to say that many people don't approach their quarterly / annual / 'has it
been 5 years already?' review or appraisal meeting expecting the experience to be
wildly motivational. Often past experience has taught them that this meeting is a box
ticking exercise, something that the wise guys upstairs have thought up for reasons
best known to themselves. And yet the performance review or appraisal meeting gives
you, as a manager, a platform from which to address a whole range of motivational
needs and, done well, this meeting has the potential to seriously improve both your
relationship with your staff and their motivation
Here are three simple ways to 'boost' your meetings by making them more
motivational
1. Ask the staff member what they want to achieve
How about asking them these questions;
'what would need to happen for our forthcoming performance review / appraisal
meeting to be really useful and motivational for you?'
'what do you want to achieve from the meeting?'
2. Help them to prepare
The second way to improve the experience is to ensure the staff member has time and
support to prepare for the meeting. The reasons for doing this are;
• It brings a more balanced view
• It's fairer
• It makes the meeting much more of a two-way conversation
And it's this final point which is so important. The more preparation you can
encourage your staff member to do, the more likely it will be that you will have what I
would call an 'adult to adult'
conversation. Two colleagues working together to share information and draw
conclusions rather than a parent / head teacher telling a child what they've done well
and what they've done wrong. Not a good look, but I have seen it happen.
3. Put them first
Of course your staff member will want to know how you view their performance and
most people are hungry for accurate, objective feedback. But people also have a real
need to be listened to. The easiest way to achieve a balance of the two is to ask for the
staff members input first. So;

2. • The staff member's assessment of their performance against the agreed objectives
and standards
• The staff member's view on the validity of their current objectives and any changes
that need to be made
• The staff member's assessment of their development needs and how these can be
met
• The staff member's assessment of their satisfaction needs and how this can be
maintained or improved
The idea here is that you build upon the staff member's assessments and ideas by;
listening, questioning, possibly challenging and then sharing your own feedback and
ideas.
Summary
I hope you agree that the above ideas are not complex or difficult to apply. I do
promise you that if you apply these simple techniques your review or appraisal
meetings they will significantly the motivational element of those meetings - a real
boost.
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