Next level of performance management—or the ick?

Your performance review is coming up and you’re nervous.

You’re feeling quite disconnected: you’ve not seen a lot of your manager aside from in Teams calls, you keep missing them in the office, and they’re super busy. (Plus, you’re pretty sure they don’t quite know what it is that you do, or how painful that client is.)

But, instead of a standard performance review form, your manager sends you the Wheel of Life. They want you to identify and share your development areas for the next 6-12 months—hoping you can work on them together.

Do you think:

a) “Wow! They’re actually interested in me as a whole person.”

OR

b) “Ugh. I would rather stab myself with a fork.”

Organisational Awareness & Executive Coach Izabela Puchala recommends we try it. I was connected to her by a leader she coaches who explained how it has completely transformed his relationship and connection with his team.

Next Week

The deep dive into the kinks of hybrid that I promised you this week—postponed due to life events (not mine in this case).

Thank you for all the comments on the HR Tech round up, I’ll be following up those requests over the next few weeks.

Christine

PS. It’s not Colin, but Tom Jones (no, not that one!) on ITV gets better as it goes on after a rather dull first episode.