When should you first review your new recruit? And should you ask them to review you?!
Many managers are more fearful of reviewing their staff than the staff member is of being reviewed. In fact many of us actually enjoy being reviewed as we like to know how we’re doing, don’t we?
I believe it’s far easier to conduct performance reviews with your team if you start the habit and culture of reviewing early on.
So when is the right time?
I’ve always found that the end of the new recruits first week is a good time to start the trend. But I don’t leave it to a few minutes before to call them into a room, no, I tell them on day one exactly when it’s happening. In fact I tell them exactly what I expect them to achieve during their first week and that we will be reviewing their success during the Friday meeting as well. This way I start to create a performance based mind-set from the outset. This doesn’t exclude on the job praise and reprimand in the meantime, by the way.
Of course, the dictatorial “this is what I expect…” approach doesn’t last. At future reviews I shift the responsibility of deciding what can be achieved to the team member and give my input and encouragement.
Could I ask them to review me?!
Why not? If I’m trying to create a performance culture and an environment whereby we all learn and develop, then I need to not only be open to feedback myself but actually encourage it. Let’s not forget my new recruit has an outsider’s perspective, maybe even competitor insights, and could give me and my company some valuable input.
So, that end of first week review could not only be a review of my new recruit but a review of me, the team and the company. On day one, tell the new recruit that you’ll be meeting on the Friday, reviewing their performance for the week and you’d value their initial impressions on the company, the strategy, the culture, the team and how you are managing them.
Prepare some nice open questions and be ready to receive the feedback! (That means listening to them, taking it on-board and if you don’t agree, reserving judgement. There’s no point asking for their feedback and then telling them “No, you’re wrong. We’ve always done it this way because…”). Don’t forget to thank them for their input; being honest is not always easy, especially as the underling!
Conclusion
Create a performance culture by informing your new recruit that their first review will be at the end of their first week and you’d like them to review you and the company too. This drives engagement, retention and improvement.
Good luck
James
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