You’ve been using the same formula for performance reviews for years; it should be fine, right? The question should be less about whether it is fine and more about whether it is truly effective for each team member.
While your performance review structure might work for the majority, that does not mean it can’t be adapted and altered to work for the rest of your team members. Oftentimes, performance reviews do not consider the minds, thought processes, and needs of neurodivergent employees, leaving them confused and unmotivated.
It could be time to reconsider your performance review method, ensuring it is structured for every mind possible.
Ditch the One-Size-Fits-All Method
First things first, it’s time to move away from your one-size-fits-all model. If your performance reviews follow the same script every time, you are not considering the moments where deviating from the script can be the most effective. Staying adaptable and flexible to those you are giving the review for can ensure the review is effective for both parties, not just the company. This might mean changing how you approach performance reviews altogether, changing how success is defined, or changing how career growth is planned out. If you stick with the same script, you are actively avoiding the growth and betterment of your neurodivergent employees.
Consider What Growth and Development Look Like
With that said, it is essential to reconsider what growth and development look like. Often, performance reviews include pre-written development plans that require employees to identify areas for improvement and outline their plans for improvement. However, for neurodivergent employees, this approach may not be effective in career planning. Each person will have their own ideas of what growth looks like, and if you truly want to support team members in that direction, you must consider what each individual needs in that journey. Success will look different from a neurotypical individual and a neurodivergent individual.
Communicate Effectively
Communication throughout the performance review may also need to be reassessed. How you approach the review in general, and what is discussed, may need to be adjusted. For some neurodivergent individuals, verbal communication may be challenging, or they may experience discomfort or distractions during the review, such as bright lights or loud noises, which can impact their ability to absorb the information. Additionally, if you are providing a lot of feedback all at once, please consider that the processing time for an individual to digest and reflect may vary between neurotypical and neurodivergent individuals. It may be wise to adjust your tone and presentation of information to ensure it is all heard effectively.
Create Clear Metrics
Having loose goals or forcing team members to construct their own goals might work for some, but it may not be effective for neurodivergent individuals. The best thing you can do at the end of a performance review is provide clear and concise metrics and goals for them to consider and implement. Being very transparent and direct during a performance review can ensure that nothing is construed or missed throughout the process. While being blunt might not be the prettiest, it is sometimes what is necessary.
Develop Goals Together – Not Just on What “Needs” to Be Done
Lastly, combining the new ways of communicating and development planning, take this time to develop goals together with your team members. While some may already have goals in mind, a performance review is an opportunity to communicate with your team members, hear their perspectives, and collaborate to identify areas for improvement and set new goals. Remember, goals will look different for everyone. Staying on deadline might be a great goal for one person, but actively working towards better collaboration could be a great goal for someone else. This is also your opportunity to hear about any struggles or challenges your neurodivergent employees are facing and explore ways you can help and support them as a leader. You want to provide this space for them to discuss openly.
The “tried and true” way of performance reviews is no longer. If we want to truly support and motivate everyone on our teams, we must reevaluate and adapt. If you have further questions or want your workplace to learn more about these topics, contact me!