“Traditional performance evaluations don’t work,” said my friend, John Belding, who had many people reporting to him before retiring as an executive with a major insurance company. He learned over the years that most evaluation systems promoted by his HR department were actually counter-productive. “We need to have a better way to support and encourage our employee.”
The writings and research of David Rock suggest a better way. He and his associates offer research from neuroscience suggesting that rather than anxiety producing performance ratings, it is more beneficial for organizations to have Structured Conversations. Organizations can benefit by designing conversations where managers and employees discuss things like:
- Career Growth
Through guided conversations, managers and employees can discuss the goals that employees set for themselves, how they are progressing toward these goals and what help is needed. Many of the thoughts of David Rock were influential in my certification program in executive and organizational coaching at NYU. His book, Quite Leadership, offers steps to helping others gain high-level performance at work.
David Rock and his colleagues offer their suggestions for structured employee conversations in an article called Kill Your Performance Ratings