Modify your annual performance evaluation process to do the following:
- Focus on strengths instead of weaknesses. Use the process to identify strengths and passions and to determine how to better leverage those areas in the future.
- Initiate a two-way discussion versus a one-sided evaluation. Make it a forward-looking planning session instead of a backward-look- ing evaluation. Who cares what happened six months ago? The question is, what should we be doing differently in the future?
- Conduct quarterly performance planning sessions. Conducting these sessions quarterly will promote more of an ongoing dialogue instead of a more formal annual or semi-annual evaluation.