1. Steer clear from annual reviews, they don’t work. Historically they bring too much anxiety and take up too much valuable time. There is also too much time between reviews to measure progress or work on developing anything.
2. Do monthly or quarterly reviews depending on the size of your staff.
3. Have each team member set quarterly goals that are smaller and easily evaluated and are attainable.
4. Have team members complete their own review and bring it to the meeting. The leader will then assess the review, giving their thoughts and feedback to how to reach their goals and steer the team member towards helping the company reach it’s goals.
5. Use behavioral tools (assessments) such as EQ and DISC or Emergenetics to help you connect with your team member. Strength Finder is good too.
6. Ask team members what motivates them. Help each team member to discover their own flow and internal motivations so their work is inspiring and not drudgery.