Have you ever experienced a feeling of dread when an employee’s performance review is looming? You’re not alone. They are renowned for being time-consuming, one-way and unconstructive.
A performance review should be much more than just calling an employee out on their weaknesses. It should improve the communication between you and your employee, identify areas for further coaching, and put a road map in place so both your employee and your organisation can reach their goals.
Here, we will demonstrate how Mind Mapping and iMindMap can help you turn a performance review into a productive and rewarding exercise.
First of all, start with the map below.
The child branches of this map are pre-populated areas that your employee can be assessed on to help trigger ideas and give a well rounded analysis. This can be changed depending on the field you work in.
You and your employee should proceed to fill in the map individually before the performance review meeting, working through each point. Unlike a monotonous, linear document, a Mind Map will spark more associations in the brain, encouraging it to explore and develop each point. Using a Mind Map will help you to generate more ideas and examples than using a common linear format and will ensure every point is covered thoroughly.
Mind Mapping software, iMindMap, has a limitless canvas so you can add as many thoughts and ideas as you wish, without losing a coherent structure. You may have lots to say about one area, and very little about another, but with iMindMap you won’t be restricted by limited space.
After both you and your employee have completed your Mind Maps individually, it’s time for the performance meeting.
Go through what you each have, identifying common themes and discussing any differences. Work together to create a joint final version of the map, with the bulk of the focus on the amber development needs. Using keywords will prompt ideas and ensure your employee receives thorough feedback. The radiant structure of a Mind Map will allow you to jump back and forth between points and add ideas when they are thought of or remembered.
The plans for development can be added to the map once they have been agreed upon. This will give both of you a reference that you can keep to revert back to during the next performance review.
Using iMindMap means you can continue to build on this map together while discussing ideas for improvement, which is much more effective than just giving rigid feedback. This makes the review a constructive, collaborative meeting where both you and your employee can discuss a development plan instead of you just reiterating the negative points.
What good is a performance review if your employee forgets what they have to improve on once they leave the meeting? Luckily, the combination of imagery, colour and visual-spatial arrangement of a Mind Map significantly improves recall, so your employee won’t have any issues remembering what areas they need to work on.
Also, consider this Mind Map a living document. Branches can be added whenever an issue and especially a success occurs, so they aren’t forgotten for the next review.
Tip for employees: Print the final version map and store it somewhere safe but reachable, to act as a constant reminder of your development plan.
Why not download the Mind Map we have created in this post and tweak it to suit your performance coaching?
We know that a performance review is serious business, but using Mind Maps will play a part in relaxing the situation so that you and your employee feel more at ease. Using the Mind Mapping technique can turn performance reviews into more productive performance coaching.
With iMindMap you will never dread a performance review again. Download the iMindMap 7 day free trial today and see for yourself: