Nurturing employee engagement is an ongoing process, not something to tick off the list once a year. Here's how to make the most out of performance reviews and career coaching.
Engagement is a personal equation, and managers must play a role in helping each employee solve it. Your best managers already understand this. They’re not waiting for survey data to shape what they do. They don’t make engagement a once-a-year priority, distinct from what they do the rest of the time. They always manage their teams with an eye toward results and engagement.
How do they do it? Dialogue. Sounds pretty simple: if you manage employees, you need to talk to them. Yet manager-employee conversations are more of a myth than a best practice in a majority of organizations. Many managers sheepishly acknowledge that they should have more regular sit-downs with their individual team members, but a variety of excuses (e.g., “Not enough time,” “Mired in my own work,” “Never get around to it”) stand in the way. That is too bad, because dialogue is at the heart of high engagement and sustainable performance.
To read the full, original article click on this link: Making The Most Of The Dreaded Annual Review | Fast Company
