Great Leaders Ask Employees to Review the Business
IS IT TIME TO RE-ORG THE ORG CHART?
In a traditional employee performance review, leaders evaluate the job performance of the person sitting in front of them. Sometimes a person’s job performance is impacted by organizational systems that the employee has no control over. Or worse yet, they may be in a role that isn’t utilizing their talents and skills. If we don’t give employees a chance to tell us their challenges, it can negatively impact, business performance.
As your organization grows, systems should be re-evaluated to ensure efficiency. Getting critical feedback from the person responsible for a particular area of business, can let you know if you need to update systems. Being a good critical thinker that has critical thinking team members can help you to accelerate business growth. Excellent leaders have the ability to ask for feedback because they have the proper mindset in receiving critical input.
Ask Questions That Can Uncover Blind Spots
The following questions aren’t meant to replace a traditional employee performance review. They are intended for coaching team members. Like with any good athletic coach, you want to make sure that team members have the best possible systems for the job, the action plan is relevant for the mission and the employee is in the proper role to win.
1. What are you most excited about? More than likely you will hear what they are passionate about. Is this person in the right job?
2. What do you wish that you could spend more time on? This is another way to uncover if they are suitable for the job.
3. What’s most challenging? Give employees the chance to talk about what is preventing them from doing their job. Do they have the right tools for maximum performance? Are they overworked? Maybe the company has grown, and the job needs another person to assist them.
4. Is anything bothering you? This is a broad question that can uncover personal problems and job performance issues. The question also gives you an opportunity to coach them.
5. What can I do to help? Just listening to the team member can be enough. They may just need to vent.
Tips to Get Started
a. Email one or two of the above questions to the employee ahead of time. These are questions that can bring up emotional responses. Give them time to prepare with thoughtful answers.
b. Don’t ask these questions in a staff meeting with others present. Structure the meeting to be a one-on-one conversation.
Become a Better Leader
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