How do you feel about performance reviews? If you are like most, you feel something between ambivalence to dread and disdain. Let’s talk about why MDNA, your intrinsic motivations and social DNA, impacts how you approach performance reviews. If you are in HR or management, this will help you understand how to better work together when it comes to this often sensitive business function.
We recently started working in the area of performance review and 360 degree feedback with out partner Envision in Minnesota. This is through Envision’s Brand Culture division. Of course, this got me thinking. These are just small thumbnails on the differences for each MDNA gift.
UCD (Unyielding Conviction & Design)
You have no problem with receiving feedback. The reality is nobody will be as hard on you as you are on yourself. You are opinionated about the people you work with so there are no issues with them having opinions about you. You just want it black and white. But here is the rub; what you struggle with is if leaders are in denial, or even worse, hypocrisy. They need to subscribe to the same ideologies and convictions being given to you or else being reviewed will really get on your nerves.
SSA (Sacrificial Service & Authority)
Reviews are hard if they put the spotlight on you. You prefer to be in the background, quietly going about your business. You just want to make others successful and do what needs to get done. So as long as things are done on the down-low, you have no issues. Your biggest problem is sometimes you can’t say no and struggle with communicating personal issues and making requests. That is frustrating and you might resent the whole process.
KWR (Knowledgeable Wisdom & Responsibility)
Reviews need to be detailed. You want all the information to support any claims. You have no problem with accepting people’s opinions, but there better be validating backup. You definitely struggle if people start to use information in the wrong way. You don’t want second or third-hand details. Just the facts please. And don’t forget you need rational time to process after. Being recognized for your achievements, especially intellectually, also helps.
EIA (Empowering Inspiration & Attraction)
You don’t have any issues with others having different opinions or handling on any issues. You can all work together. But if you feel like people don’t like you, you will want to know why. It is important that everybody is engaged and connected with you. Relationships are important and if during the review they are put in a negative light, this will bother you. Also being validated for your intentions is just as important as performance.
CVS (Compelling Value & Stewardship)
Reviews can be a serious waste of time. You want reviews to be succinct and really get down to how you are advancing your goals. The compensation conversation is really important and if the financial picture is not clear, or leaders are dancing around it, you struggle. You also don’t like to be confronted with past issues or making things black and white. And you really prefer not to be asked too many personal questions and want your privacy respected.
DLF (Dominion Leadership & Freedom)
Loyalty is important. If you don’t feel like the company or the team has your back, then it needs to be addressed. You don’t like blame games. Let’s just fix the problem. You also need to have clear leadership responsibilities defined with opportunity to grow into more responsibility and authority. You are there to build your career and life. You want to know how your role will help the company grow. If this isn’t addressed, then you are at risk of disengaging.
IAF (Intuitive Alignment & Fulfillment)
You really want everybody to be happy with you. That’s why you need all the details. But you also need emotional time to process feedback. You might get emotional in reviews and want people to understand that sometimes, it is hard to articulate what you are feeling. You have a vision for how excellent you can be. And you can intuitively sense what people feel about you. This can be hard and cause quite the anxiety.
What do you think? Again, these are just summaries. There are lots of complexities to consider such as secondary gifts and your experience. But in general, this should give us a starting point. Feedback is important at work. But we can always work on the WHY and HOW to make reviews more effective.
This is why at the MDNA Institute, when we help companies deliver reviews, we always ensure to manage the experience according to an individual’s MDNA. Reviews can then be quite engaging and appreciated!
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