How to Conduct Employee Performance Reviews That Reduce Stress
Too many leaders limit the potential of an effective assessment.
6 min read
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You’ve likely conducted many performance reviews and been the subject of many more. How much time do you put into your employees’s performance reviews? Do you consider the process merely a formality? As a leader, your team’s success depends on an effective performance-review process. The key is to put employees in charge of their performance reviews and destiny. When your team members don’t feel that they have control over their situations, it causes what’s called situational stress. It’s the same feeling we feel when confronted by danger, like a house fire, and it triggers a fight-or-flight response. The amygdala, a group of neurons in your brain, sends a distress signal to the hypothalamus, the brain’s command center. The brain senses danger and activates the sympathetic nervous system. Adrenaline, cortisol and norepinephrine are released, and blood pressures and heart rates rise.
If you structure the performance-review process well, you’ll avoid this SOS-type response, because your team members will feel in control of their situations. You’ll empower your team members to boost their performance, advance in their career and reduce their stress levels. Here are four steps that you can apply to create a performance-review process that enables your team to thrive.
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