In this time of focus on the importance of connecting with employees, we are often reminded about the importance of saying thank you. But how do you do that in ways that really resonate?
Think for a minute about moments when a thank you has been extended to you. What thank you gave you energy and built your confidence? What thank you left you irritated, and perhaps saying, “Don’t bother!”
When you are sharing gratitude with employees or colleagues (or even with people in your personal life), how can you increase the chances that your thank you has impact?
Have you been secretly (or not so secretly!) cheering over recent articles about companies like Accenture and Deloitte ditching their performance reviews? These are probably the most universally dreaded job function and with good reason: they often have little value, are awkwardly navigated, and require ridiculous amounts of time to prepare.
Providing feedback in meaningful, healthy ways drives performance and supports high morale, so we cannot eliminate reviews entirely. Although the headlines sound dramatic, other companies aren’t abandoning them, but they are reinventing them. A Harvard Business Review article explains how Facebook approached modifying their review process. You can reinvent yours as well.
So what are alternatives to the 6-page form that takes as many hours to complete? Here are two models to consider.