Reviews

It’s that magical time again: midyear or year-end reviews. Partners and managers get to sit down with their direct reports to share observations, feedback, and guidance. This practice has been in place for decades because everyone knows that these reviews make a difference.

Ineffective Reviews

And they are fun, right? Well, not really. Surveys show that both supervisors and their direct reports would rather be doing anything else. According to a Gallup survey, only 14% strongly agreed that these meetings inspired them to improve.

Better Reviews

But they could be better. Here’s a thought: how would your direct reports rate you on your ability to provide a learning and growth experience? There are three simple criteria to consider.

1. It can be heard: If your tone is accusatory, critical, or judgmental, congratulations—you’ve just made people defensive. Instead, try being supportive and encouraging. Show that you believe in them, even if they haven’t quite nailed it yet. Everyone loves someone who believes in them, especially in the workplace.
2. It can be understood: Make sure your feedback is clear and relevant. Your comments should be more than just random opinions; they should be based on your vast reservoir of experience. You’re not just talking for the sake of it—you’re advocating for their success. Or at least, that’s the goal. Do they feel it?
3. It can be acted upon: People generally do the best they can with what they know. So, if you suggest they change something, make sure they actually understand what you mean and how to do it. Discuss potential challenges and help them navigate through these obstacles. After all, growth isn’t easy, and your brilliant implementation ideas will surely save the day.

Finish your review with some plan of action. What do they intend to do? Then ask how you can help. You aren’t sending them in the wilderness to figure it out on their own. Their plan is a joint effort with them performing and you supporting.

Your Review

So, how would your direct reports rate you on these criteria? Remember, your perception doesn’t count. What matters is their experience. Ask them if they feel supported by you, if your pearls of wisdom make sense, and if your suggestions actually help them be more productive and effective. Because nothing says “great manager” like giving reviews that make a difference.