Trying to give an effective employee performance evaluation but speaking in Minionese?
Yes, Minionese is a language. It is how Disney’s Minions communicate. The Minion Movie was a success in theaters this summer for kids. The McDonald’s Happy Meal Minion toys, however, were not a big hit for parents. Some parents insisted that they heard the toys swearing and became frustrated. A McDonald’s representative came out saying, “Minions speak ‘Minionesse’..which is a random combination of many languages and nonsense words and sounds..and we apologize for any confusion or offense to those who many have interpreted the sounds as anything other than gibberish.”
Have you ever been a victim of being misinterpreted like McDonald’s? When performance evaluations happen, the overseer may say one thing while the employee hears something completely different. But, if done incorrectly, performance appraisals can be counterproductive. In fact, a study performed by the Society for Human Resource Management found 90% of performance appraisals produce unsuccessful results.
Making sure the overseer is using effective employee performance evaluation phrases will decrease misinterpretation during the evaluation.
Here are three strategies to help avoid misinterpretation from the employee:
Turn A Negative Into A Positive
A negative statement can discourage employees. By changing a negative to a positive, employees will not misinterpret your desire to help them as being demanding. Instead of saying “Your work has been poor” say “Your last report contained multiple errors. You are a talented individual with a lot of potential who I am confident can do better. Is there a reason these errors occurred?”
Be On the Same Page When You Close The Review
Throughout each step of the evaluation, make sure you are on the same page as the employee. Try to gain agreement on each step. Gaining agreement during each step of the evaluation ensures that the employee understood you, you understood the employee and that you both have a knowledge of what the other thinks. The employee will feel like he or she had active participation in the discussion.
End The Review On A Strong Positive Note
Begin closing with a strong positive note about the employee. You can even change the subject from work performance to asking relational questions. By asking a question or two about the employee’s life changes, the message you send the employee will be that you care about him/her as an individual and not just one’s work performance. This will allow employees to feel comfortable after the meeting.
Take a look at our performance review phrases cheat sheet to learn more about how to communicate feedback with employees and avoid being misunderstood. Do not say one thing but have your employees hear Minionese.
Image source: Giphy