Five Ways to Get the Most Out of a Performance Review
Leigh Thompson is the J. Jay Gerber Professor of Dispute Resolution and Organizations and a director of executive-education programs at Northwestern University’s Kellogg School of Management. She is the author of several books, including “Negotiating the Sweet Spot: The Art of Leaving Nothing on the Table." Do you look forward to performance reviews? If you’re like many employees, probably not.
Too often reviews are, at best, a waste of time—a one-way street in which a boss tells you what you’re doing wrong, with little opportunity to disagree. But take heart: They don’t have to be that way. The best reviews aren’t meant to be monologues but rather dialogues, conversations that both parties learn and grow from, for the good of both the individual and the organization.
How can an employee turn a review into something positive? By planning ahead and being strategic in the moment. Here are five tips for doing just that. 1.
Ask for a face-to-face conversation: A former student in my M.B.A. class was asked to respond to her performance review by email due to her manager’s busy schedule. “That’s a perfect storm," I told her, and suggested she do whatever it took to have the meeting in-person or via video call.
Why? Research shows that asynchronous communication such as email typically results in more negative performance reviews due to its impersonal nature. People are more empathic and open when they can see others; for example, face-to-face negotiations are less hostile than email-based ones. So even if the performance review meeting is online (for example, via Zoom), make sure the cameras are turned on.
2. Schedule strategically: Timing is important. Aim to schedule your review at the start of the day or just after lunch,
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