Bring a coaching approach to performance reviews

Coaching during everyday work conversations is beneficial but it also plays a role in annual performance reviews. Too often, these are formulaic, seen by managers and staff as a “box-ticking” exercise. Taking a coaching approach to reviews is about creating a psychologically comfortable environment, enabling good rapport. People respond well to feedback delivered in an open, empathetic manner from someone they respect.In high-performance sport, athletes who are eager to improve welcome corrective feedback. In business, it’s rarely that easy. Line managers who give unclear feedback risk the message getting lost – employees will “filter out” the information they’d rather not hear.