Gardener, not a sniper | Work

I doubt you hire and train your employees to shoot them down as soon as they make a mistake. I’m not referring to the chronic offenders, and perhaps that needs a blog in itself.

Year-end conversation at workplace can be tense for both the manager and the staff. It’s a two-way street. The employee has the responsibility to excel in their role and use feedback for self improvement. Similarly, managers must approach performance reviews with empathy grounded in coaching and growing the employee.

Embracing the role of a gardener in performance reviews shifts the focus from mere evaluation to nurturing potential. Instead of a sniper’s precision aimed at pinpointing flaws, consider how each team member can bloom in their unique way. This requires a delicate balance of insight and empathy — listening deeply to their challenges while providing constructive feedback that encourages growth. Just as a gardener prunes a plant to foster new branches, effective coaching involves gently guiding individuals through their rough patches so they emerge stronger.

When feedback feels like a conversation rather than a critique, employees are more likely to engage openly. By cultivating such a space, leaders can empower individuals not only to meet expectations but to exceed them. This approach ultimately transforms performance reviews from a dreaded chore into a meaningful dialogue about growth and development.