Performance reviews that are focused in the past are not able to identify the real contributions that employees are offering to a company. Discussing future capabilities alongside past accomplishments, you are better able to correctly identify the real contributors of success. When discussing a performance review, all managers should start with future attributes of performance so that they can set the stage for a much more honest, balanced conversation while also minimizing the stigma and retaliation that is associated with negative feedback.
There are three essential elements that are tied into performance reviews in order to incorporate future orientation into them, including:
- Capability – which is the ability or strength that has the potential for use or development. The focus should be on how these capabilities are going to work best for organizational needs and future success, which can help prepare employees for future roles and organizational needs.
- Career interests – this portion of the review encapsulated the employee’s aspirations and plans. With future oriented reviews, employee’s careers and interests are one of the most vital parts of the discussion. Talking about an employee’s career aspirations helps to make sure that the employee’s career interest fits within the future role and organizational needs of the company.
- Networking – which is an employee’s ability to make and manage useful connections. Future oriented reviews allow employers to focus on what networks employees should connect with to help with the future success of the business. This helps to make sure that the employee is connected to any networks that are useful for the future organizational needs and performance.
For more tips on how future performance reviews can help to benefit your business as a whole, contact HR Solutions & Brokerage in Lakewood, Colorado.