You're leading an executive performance review. How do you encourage open dialogue with your direct reports?

Few actions will be taken 1.Start the conversation on a positive note by highlighting the employees strengths and achievements. This will boost up the employees morale and they will participate actively. 2.Actively listen to what team members want to say. Will understand their view point. 3. Turn the conversation into a dialogue. This will again motivate employees to participate actively. 4. Address the specific questions which employees have raised

Creating an open dialogue during an executive performance review starts with fostering a comfortable environment. Begin by expressing genuine appreciation for their contributions, setting a positive tone. Then, ask open-ended questions like, “What achievements are you most proud of this year?” and “Are there areas where you feel you could use more support?” These questions invite reflection and candid discussion. Listen actively and show empathy, acknowledging their feelings and perspectives. By prioritizing transparency and mutual respect, you create a space where meaningful, two-way conversations can thrive, ultimately driving both personal and organizational growth.

Promote transparency, ask open-ended questions, listen actively, and start by ensuring that you support and create a safe space for honest feedback.

Create Open Dialogue in Performance Reviews (Sandwich Principle) Start Positive (Top Bread): Acknowledge Achievements: "I appreciate your hard work on launching Project X. It exceeded expectations!" Constructive Feedback (Meat): Focus on Specifics & Solutions: "Let's discuss ways to streamline Y process for future projects. We can explore Z tool to improve efficiency." Encourage Openness (Bottom Bread): Ask Open-Ended Questions: "What are your thoughts on improving Y process? What challenges have you faced?" Active Listening: "That's a great point. Let's brainstorm solutions together. The Sandwich principle is a great way to build open and transparent dialog while giving the employee a safe zone.

I met one-on-one with my direct reports every other week, and weekly as a team. Our conversations would flow from metrics, to P&L, to team accountability, to strategy, etc. We would also discuss their career aspirations and I encouraged them to spend more time with their families. For me, the performance review was just a reaffirmations of our many meetings followed by guidance for the future. Discussions in a annual review should never surprise the employee at the executive or any other level.

In leadership, trust isn't just a nice-to-have—it's the foundation upon which all successful teams and organizations are built. As leaders, we must recognize that our actions speak volumes, often drowning out our words. To foster an environment of open dialogue and mutual respect, we need to lead by example, consistently demonstrating transparency about our own challenges and growth areas. This vulnerability isn't a weakness but rather a powerful tool that breaks down barriers and encourages our team members to engage more openly. By actively seeking feedback and showing a genuine willingness to improve, we create a two-way street of communication that empowers our direct reports. Trust is earned through consistent, authentic behavior.

Avaliação 360° é importantíssima num ambiente de trabalho. Construir confiança é fundamental para um diálogo aberto e produtivo durante avaliações de desempenho executivas. Como líder, é essencial cultivar um ambiente onde a honestidade e o feedback sejam valorizados. Demonstrar abertura ao receber críticas e disposto a reconhecer suas próprias áreas de melhoria são essenciais. Essa abordagem não apenas promove um ambiente de trabalho mais transparente e colaborativo, mas também fortalece os laços de confiança dentro da equipe, encorajando todos a contribuírem plenamente para o sucesso coletivo. Empresas resilientes também são feitas de pessoas que se conhecem e querem o melhor uma das outras.

Establish a foundation of trust by being transparent, consistent, and approachable. Share your own experiences and challenges to show vulnerability and relatability. Trust is built over time through consistent actions that demonstrate respect and support for your team members. In my experience, when executives feel trusted and supported, they are more likely to share honest feedback and engage in meaningful dialogue.

Trust is critical - but it also helps build resilience within your stakeholder group. Honest and frank conversations I feel really help build that relationship quicker. That mixed with the challenges of the non-controllables help to with a cyclical effect.

Show that you value their input by listening attentively, maintaining eye contact, and responding thoughtfully to their comments. Be supportive by allowing them to give their feedback at the their own pace. Ask open ended questions that invite your direct reports to reflect on their performance and goals. A few questions to consider: -“What do you think went well this year?” or -“What are some areas you’d like to focus on for improvement?” -"Where would do you see yourself in the next year?" Always encourage self-reflection and feedback for growth.

Na visão executiva, a escuta ativa não é apenas uma técnica de comunicação, mas uma ferramenta estratégica para promover um ambiente de trabalho produtivo, colaborativo e inovador. Ela capacita os líderes a entender melhor suas equipes, tomar decisões assertivas e criar um impacto positivo significativo no desempenho organizacional. Esta é uma estratégia poderosa para promover o sucesso organizacional e o alto desenvolvimento da equipe. Como líder, praticar a escuta ativa demonstra comprometimento com o crescimento e a eficácia da equipe: 1. Compreensão Profunda das Necessidades. 2. Tomada de Decisão Informada. 3. Engajamento e Motivação da Equipe. 4. Criação de Confiança e Respeito. 5. Fomento a um Ambiente de Inovação.

La escucha activa no significa únicamente estar abierto a escuchar, sino tener la humildad suficiente de prestar atención al diálogo, ponerse en el lugar del otro y desde ahí ver su punto de vista. Escuchar teniendo un juicio armado no sirve de nada, porque de esa manera estaríamos perdiendo el tiempo ambos. Escuchar sin prejuicios, intentando entender la visión desde los zapatos del otro, no solo demuestra humildad y vulnerabilidad sino que además nos enriquece a nivel profesional y personal. Tener la habilidad de ponerse en el lugar del otro dejando de lado aunque sea por ese momento nuestra opinión ya formada y preparada para dar, poder redefinir nuestra opinión en base a esta conversación, eso nos hace mejores líderes

Aktives Zuhören bedeutet, nicht nur die Worte deiner Mitarbeiter zu hören, sondern die dahinterliegende Botschaft zu verstehen. Gib ihnen während der Überprüfung deine volle Aufmerksamkeit, ohne zu unterbrechen oder vorschnell zu urteilen. Zeige Wertschätzung für ihre Beiträge, um sie zu ermutigen, offen zu sprechen. Indem du reflektierst, was sie sagen, klärende Fragen stellst und ihre Aussagen paraphrasierst, stellst du sicher, dass ihre Perspektive richtig verstanden wird. Zum Beispiel, wenn ein Mitarbeiter sagt, dass er sich überfordert fühlt, könntest du antworten: "Ich höre, dass du dich überlastet fühlst. Kannst du mehr über die Hauptursachen berichten?"

Active listening involves paying full attention to the speaker, acknowledging their points, and responding thoughtfully. Show that you value their input by summarizing their comments and asking follow-up questions. Avoid interrupting and give them ample time to express their thoughts. Active listening fosters a sense of respect and encourages more open and candid discussions.

I always ask the team to fill out the same evaluation I fill out for them to then find the areas where we differ in opinions. This is where the magic exists to find ways to improve or gain clarity.

Incentivar a autoavaliação é essencial para o desenvolvimento pessoal e profissional da equipe. Como líder, é crucial criar um ambiente de confiança onde os membros se sintam seguros para refletir honestamente sobre seus pontos fortes e áreas de melhoria. Fornecer orientações claras sobre o propósito da autoavaliação e modelar esse comportamento são passos importantes. Além disso, oferecer ferramentas, recursos e feedback construtivo ajuda os indivíduos a definirem metas de desenvolvimento e a melhorarem continuamente.

Prompt your direct reports to conduct a self-assessment before the review meeting. Ask them to reflect on their achievements, areas for improvement, and future goals. Self-assessment promotes self-awareness and accountability, making the review process more collaborative. In my experience, executives who engage in self-assessment are more likely to participate openly in performance discussions.

Las personas de los países tienen ciertas características que hacen más fácil o difícil fomentar el diálogo dentro del equipo. En el caso de México, es necesario fomentarlo e impulsarlo más que en otros lugares. La reunión semanal de equipo, el seguimiento individual pero a su vez con asignación de tareas que requieren la interacción entre las personas y luego el seguimiento de estas, va formando poco a poco un hábito de comunicación y derribando barreras. Es trabajo de todos los días.

If one of your employees is faltering or even doing exceptionally well, you need to let them know you are there with them and willing to support them through the outcome.

Feedback centrado no crescimento é essencial para o desenvolvimento da equipe. Deve ser específico e construtivo, focando em comportamentos observáveis e resultados tangíveis. Além de identificar áreas de melhoria, deve destacar pontos fortes para incentivar o desenvolvimento contínuo. Encoraja responsabilidade pessoal no aprendizado e alinhamento com metas organizacionais. Cultivar uma cultura de feedback contínuo promove ajustes rápidos e eficazes, impulsionando não apenas correções, mas também o progresso constante e significativo.

Offer clear, specific, and actionable feedback based on observed behaviors and outcomes. Use concrete examples to illustrate your points and avoid vague or generalized comments. Balanced feedback, highlighting both strengths and areas for improvement, helps executives understand their performance comprehensively. In my practice, specific feedback fosters constructive dialogue and facilitates targeted development.

As a leader, developing your team involves coaching them continuously and providing precise, targeted feedback, especially when identifying areas for improvement. Coaching helps in upgrading their skills and fostering their leadership abilities. By giving specific guidance on how to improve, leaders build trust and empower their team members to grow effectively.

Wenn Sie Feedback geben, seien Sie konkret. Vage Kommentare können zu Verwirrung und Abwehrhaltung führen. Geben Sie stattdessen klare Beispiele für Verhaltensweisen oder Ergebnisse, die beispielhaft für eine starke Leistung oder verbesserungswürdige Bereiche sind. Diese Spezifität hilft den direkten Mitarbeitern, genau zu verstehen, welche Maßnahmen sie fortsetzen oder ändern sollten, wodurch der Dialog umsetzbarer und wachstumsorientierter wird.

End the review by summarizing key points and action items. Schedule a follow-up meeting to discuss progress on agreed-upon goals. This shows your commitment to their ongoing development.

As a leader you have a responsibility to your team to follow up and follow through on their progress and your commitments to them to help work through challenges and provide resources and intervention as needed.

Encourage depth in the discussion by asking open ended questions that require more than yes/no answers, such as, "Can you tell me more about how you led the team to manage the organization's expectations?" or "What challenges have you faced in your role and how did you address them?" Promote reflection during the review by asking questions like, "What do you think went well this year?" or "What areas do you feel you need more support in?" To adapt a line from Ted Lasso "Be supportive, not judgemental". Acknowledge and praise achievements and strengths by discussing areas for improvement by focusing on behaviors and outcomes rather than personal traits.

Emotional intelligence is crucial for effective leadership. It helps leaders understand and manage their own emotions, make sound decisions, and navigate challenging situations. Moreover, emotional intelligence enables leaders to empathetically understand their team members’ emotions, motivations, and perspectives. By leveraging emotional intelligence, leaders can effectively motivate, support, and coach their teams, fostering a culture of trust and strong communication. This not only enhances team performance but also strengthens engagement across the organization and facilitates meaningful connections with stakeholders like customers and board members.

Authenticity is important - without it your personal brand will not be inherent in your work and the strength of your personal brand will really be impacted.

Lorsque vous partagez les résultats de l’évaluation, assurez-vous de le faire de manière constructive et orientée vers l’amélioration.

Creating a safe space Ensure confidentiality and a non-judgmental atmosphere where executives feel safe to share their thoughts. Tailoring your approach Adapt your communication style to match the preferences and personalities of your direct reports, enhancing comfort and engagement. Providing training Offer training on effective communication and feedback skills to both yourself and your team, improving the quality of interactions. Using feedback tools Utilize 360-degree feedback tools to gather comprehensive insights from various stakeholders, enriching the review process. Encouraging a growth mindset Promote a culture that values continuous learning and improvement, reducing the fear of failure and encouraging openness.