Wiggin Performance Review Podcast

Noo and Clay introduce themselves and share the intention to help you move away from process towards a conversation that counts.

In this podcast for Line Managers and Reviewees, Noo & Clay talk honestly about the fact that Performance Review is not everyone's favourite thing.  So why are you investing time in this dialogue?  What are you both trying to achieve?  Misconceptions about purpose can get in the way of a good conversation.  How do you ditch the idea of Performance Review as a protracted judgement of the individual and reframe it as a developmental conversation?  How do you keep the focus on behaviour, not personality?  How can you reach as shared understanding and set yourselves up for success?Listen in to hear these questions explored and some useful approaches for Line Managers and Reviewees to keep in mind.

Getting ready for a quality conversation takes a little time.  Noo & Clay talk about how to keep a human-centered approach in mind at this stage by setting intention and reflecting on what you value about your colleague.  Not to make them feel great, although there's nothing wrong with that!  So that you can move away from assumptions and generalisations and articulate your intention.  Your goal is to be specific about performance, whilst maintaining positive regard.  Whisper it, but there's real emotion at large in a Performance Management conversation.  Being well prepared will help you demonstrate your intention to help your colleague develop and progress AND communicate powerful messages supported by concrete evidence.  Listen on to get past assumptions and prepare well.

There's a bit of an art to having a purposeful conversation.  Making sure you cover the ground necessary, and are flexible enough to follow-up on what you notice in the moment, is not always easy.  Noo & Clay talk about how to use structure as a way to bring the conversation to life, whilst holding its overall course.

A well-structured conversation with poor skills is still a poor conversation.  In this episode Noo & Clay cover some essential skills at play in an effective Performance Review conversation:Asking powerful questionsListening to hear (not waiting to speak)Clarity on key messagesFairness

Feedback, love it or loathe it, is the one way we discover how our efforts are being received by others.Feedback should always come with the intention to help your colleague improve.  That developmental intention is at the heart of the Performance Review process.  The alternative is that we all skate along assuming everything is fine.And it works both ways.  A good Line Manager will ask for feedback.In this episode Noo & Clay talk about the importance of giving feedback about behaviour, not the person, using the SIBA model, and how to give positive feedback and developmental feedback well.

The close of an effective Performance Review conversation has a powerful effect on what actually transfers into action in practice.Noo & Clay talk about ways to close the conversation in some style, rather than it fizzling out, giving way to a self-conscious recognition that you just spoke openly and honestly to each other.  What will success look like?  How will you know when your colleague has achieved their objectives? (Top tip - its not in next year's PR conversation!)  How committed is your colleague to making change happen?  How can you support & challenge them to make progress in the weeks and months ahead?Listen in and discover more.

Noo & Clay talk about one of the hallmarks of a mature approach to Performance Review; taking the time to switch out of the every day pace of working life, and reflect.  Scroll through your literal or mental diary, professional and personal, and recalling what happened in the year gone by.  When were you "in flow", working easily and effectively?  What were you doing then?  What was making that possible?When were you finding things harder?  Again, what was driving that and what were you doing differently?Do the thinking.  Ask your colleagues for feedback.  Check-in on whether you are having the impact you think you are.  Then gauge what you want from the year ahead, "In May 2027 I will be..."

It takes two to have a great conversation.  Noo & Clay talk you through how you can make sure you show up as a participant, not a recipient in your Performance Review conversation.  How do you deal with feedback?  Should expect your Line Manager to set objectives for you, or with you?What are the key things to be clear about before the meeting ends?Have a listen and make sure you set yourself up for success.