Review Time

Annual or semi-annual reviews in firms are being conducted across the nation. Many of my client firms have made these reviews a regular part of their feedback system. Unfortunately, sometimes these meetings are conducted by managers and partners who fail to appreciate the significance of these meetings. They miss opportunities to engage their people.

The Message

The complaint I often hear is that these reviews are either a box to be checked or a reiteration of what has already been discussed earlier. It is not uncommon for the focus to be solely on performance, emphasizing productivity measures. How often do staff leave the meeting with the primary message being that their charge hours are down and they have to get them up? Really? That’s the message you want your staff to walk away with? And you think they will be motivated to put forth more effort and work harder with that “inspiration?” Really?

When conducted correctly, these reviews can be powerful experiences for both reviewers and staff.  What if the focus of your conversation was on their career path and how they are progressing? Do staff believe that their manager has any interest in their aspirations, other than getting work out the door? Does anyone in the firm know what their aspirations are? Does anyone even care?

A Better Way

Rather than focus on performance, perhaps a better way to energize your people would be to review the progress they have made in their career path since the last meeting. Then, together, chart a course where they are going, what they want to learn and plan to accomplish for the next period. By tapping into their career trajectory, you will activate more energy and commitment than you will by sending the message to get their charge hours up.