Weird Ways Hiking Can Bust Myths About Performance Reviews

Today, let’s fix that — let’s make performance reviews more fun, agile, and engaging, instead of a burden. 

With summer around the corner, hiking season is upon us. I remember my first hike after my son was born. My husband, the embodiment of laid-back vibes, threw a few granola bars and a water bottle into his backpack with the carefree attitude of someone who’s never met a trail he couldn’t conquer. Meanwhile, I, as a first-time mom, meticulously packed everything but my kitchen sink, worrying about everything that could go wrong.

Due to this mental and physical burden, needless to say, my first hike as a mom was hell.

Of course, over the last couple of years, I’ve adopted his relaxed approach to hiking, packing only essentials like a first aid kit for our hikes. This whole experience however made me realize how our career-growth efforts mirror this “burden”.

Performance reviews often feel like hiking with a heavy load because of the traditional “improve your weaknesses” approach.

Obsessing over every weakness of yours at work is like:

•  Charting your path forward by mapping every pebble (hindering exploration and growth).
•  Overpreparing for scenarios that may never occur (locking you in a fear-based mindset).
•  Wanting to carry the burden all by yourself, not leveraging your team (leading to mediocrity).

So how can you fix your next performance review?

Scroll down for THREE actionable tips (before-during-after).

Focus on Growth, Not Groaning

Traditional performance reviews fixate on weaknesses. When managers excessively emphasize “here’s what is missing, here’s what you should improve on”, taint the whole review process. No wonder why people dread these events.

Here’s the game plan for your next performance review:

•  Before: Identify your strengths ahead of time to have a more meaningful conversation with your manager. Just as a seasoned hiker relies on skills for navigating, leveraging your strengths at work can lead to smoother, faster career growth.
•  During: Collaborate with your manager to identify crucial skill gaps impacting your performance. Don’t aim to address every single one. Rather, focus on essentials, like selecting the right but minimal gear for a hike.
•  After: Remember, you’re not hiking solo; you’re part of a team where each member’s strengths complement others’ weaknesses. Work with your manager to leverage your team for a win-win for all.

Actionable Tips for Managers:

1. Recognize and Celebrate Strengths: Start by highlight each team member’s achievements/milestones during reviews, boosting their morale like after reaching a summit.
2. Support, Don’t Suppress: Regularly offer support (resources and opportunities) to help your team members develop and leverage their strengths. You want to take the burden off while they hike, not add more.
3. Ditch Reviews for Conversations: Be the consistent guide on their professional journey—guides don’t just appear once a year. Supplement periodic performance reviews with ongoing growth conversations. In each one-on-one meeting, ask two reflective questions,
   1. “What did you love?”
   2. “What did you learn?”

Lighten the load of performance reviews.

Play to your strengths.

Find your flow.

Then don’t let go.