We are in the fourth quarter, the home stretch of the year. For many organizations, this is a time for managers to offer reviews on performance, reflection on accomplishments, recognition of service, and recommendations for the future year. Employees from an individual perspective are doing the same—taking time to review, reflect, recognize, and make recommendations. Throughout this process, these 4 Rs create an understanding of overall wellness for employees, and as employers it is critical to take that into consideration as our employees reflect on their personal, mental, and financial wellness.
Remember, employee wellness is critical to driving performance, retention and positive culture. It enables your talent to succeed and your organization to have strong business results. We can all be thankful for that! Let’s dive more into the 4 Rs and how to leverage them.
1. Review
it is critical to take time to review the factual aspects of what has been accomplished this year. We’ve already discussed mid-year reviews and their importance for the employee. However, these discussions can be ongoing. Don’t hesitate to share with your employees how they are doing, review feedback that they provide to you, and discuss changes that can be made.
The benefits of ongoing reviews address a risk of recency bias. According to Darren Matthews,[1] recency bias is a cognitive bias where we tend to focus on the most recent experiences, which is leveraged to make decisions. It can focus on the most recent experiences, or the most memorable. However, those short-term data points can be misleading for you and your employees. If the interactions are delayed, or only come when there is an issue, the review may be skewed. Likewise, if we spend time with employees with whom we have a great deal in common, the data may lack information.
The purpose of ongoing interactions, hence performance assessments, is to gather historical data which is much more comprehensive so you can fully review it. Using this data leads to greater understanding of perspectives on both sides, stronger performance, and better decisions on how to proceed with employees. In short, a great gift of thanks is one that includes an accurate and transparent review by you and by your employees.
2. Reflect
It is important to realize that reviews allow for moments of reflection. If managed in a factual and timely manner, it is the opposite of micromanagement (which can inhibit employee performance). It enables trust, understanding, and clarity of one’s role. Further, it enables time for your employees to reflect on the conversation, proposed actions, and next steps. This enhances performance results.
The balance of ongoing reviews and moments of reflection will be based on your agreements with your employees on their needs, as well as your requirements to accomplish your mission and vision. Nevertheless, that breathing room to pause is something your employees will give thanks for. A great manager will provide factual feedback, ask for comments, provide next steps to allow the employee to reflect on, and when ready, note that the door is open and/or the calendar is available for initiating further discussion. Finally, that leader will honor that recommendation.
3. Recognize
In any conversation, recognition is critical. According to Workhuman.com, just one in four employees say their organization cares about their well-being. Both Gallup and Workhuman.com, upon review of recognition and well-being, have noted that these two factors can have a positive impact on business results. Thus, it is great to consider and ask how individuals are doing, and genuinely listen to their responses. Ask if there is anything that can be done to foster greater wellness and strong performance. Ensure—if appropriate—that benefits programs like employee assistance programs are considered.
Further, it is important to recognize individuals for the work that that have done. In addition, it is critical to recognize opportunities for improvement and, as leaders, work to ensure actions are taken to address any needs. The key is to recognize. Recognition is a gift and a form of thanks that may come from you and/or the employee. Furthermore, it is an acknowledgement that will support your business results.
4. Recommendations
There are a number of ways to provide recommendations. For example, your employees may use various social media platforms to state their level of recommendation of your organization. These recommendations may be based on their reviews, opportunities to reflect, and how they have been recognized (verbal, financial, wellness, and general support). Your recommendations should consider these factors as well. With the consideration of these components, factual and fair recommendations can be made.
As we move into the end of the year, it is important to “check-in” with your employees. Ensure that there has been a review and opportunity to reflect, recognize the factual contributions that have made, and have an honest dialogue on recommendations. These conversations should always consider the performance, mission, and results of the organization in relation to the needs of your employees.
[1] https://www.resolve.blog/articles/recency-bias#what-is-recency-bias
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