How to Review a Human Part 3 of 4: From Star to Supernova
Most organizations spend a majority of attention and energy in the review cycle on average or low performers. They're easier to evaluate. But who is focusing on the needs of your top performers and high potentials?
It turns out that by skipping or under-investing in conversations with your top performers, you're missing an opportunity for growth that can have a profound effect on those individuals and the organization as a whole. High performers often understand their value and will seek new opportunities if they feel they are not getting the right amount of care and investment.
You may be thinking, a top performer doesn't need as much from a review. All they are interested in are raises and promotions. Don't be mistaken, that's only part of the story.
If you assume they are already showing up as their best self, you're missing an opportunity to see the potential in the human sitting in front of you; an ambitious, motivated learner who craves to be pushed through thoughtful coaching and mentoring.
Here's a step-by-step guide for transforming a review conversation for a top performer:
Don't skip over the good stuff. It's tempting to blow past the work they're already nailing. Use this conversation to help connect their individual contributions to a larger team purpose. How have they been making the organization better in ways they might not see?
Identify a gap. Get curious. Assume there's something on their mind, something they want to see in themselves. Maybe there's a skill that they've been wanting to improve and have been afraid to take the risk.
Challenge them to teach. There's something about how they approach their job that creates impressive results. What's their secret? How can you motivate and give them permission to use their social capital to help others grow?
Who are they as a human being that you haven't let yourself see just yet?