Are you new to a Supervisor’s role? Are you struggling in conducting your first performance review of your direct reports?
This article is an attempt to help your task become a tad easier using DiSC Profile.
Start by Reviewing Your Own DiSC Profile
Before you review the performance of others, you must first know what your own DiSC personality style as a reviewer is. This will help you to prepare better. For instance, if you are a D-style, then you may want to ponder upon how to react or sound when in confronting situations. Similarly, if you are an i-style, you may want to try to be more direct in your communication/approach. If you want a review to be motivational or inspiration in nature, then it is important that you also learn about the person who you will be reviewing. You won’t be able to motivate an S-style if you ask him or her to lead a change management group. Likewise, you won’t be able to motivate a C-style if you give him a simple generalized but positive feedback.
Reviewing the Profile of the Other Individual
If you are aware of the style of your direct reports, it gives you a good place to start off with. You will gain a pretty good insight into the other individual’s priorities, what motivates him or her, and also what makes him feel stressed out. You can also compare him with others since you are aware of his style as well as that of the others in your team. This provides you a context of how to conduct the review.
If your employee is comfortable, you may ask him or her to carry their respective profiles so that both of you can review it together. You will notice that the pages of Workplace profile offers suggestions for increasing the effectiveness of one’s workplace. In case he or she has recently undergone a DiSC training, reviewing these can be a comfortable place to begin with.
Using the Comparison Reports
If you review both your and the employee’s comparison reports, it will provide you more than an hour’s worth of productive discussion. What’s more important is that it can be used to openly communicate how to work better in tandem with one another. For instance, you may respond to what a report has to say about your individual differences in temperament. In case you do not share similar traits, the report will give you a way to discuss them abstractly.
If you take a look at a sample DiSC comparison report, you will notice that there are sections where the individual who is profiled can personalize the report and describe how he or she can apply the information provided in the profile. You may also discuss these questions during the performance review discussion.
In case you choose to not look at your profiles together, you can still receive handy tips to conduct an employee’s review. For instance, the report may give you a hint to avoid dominating discussions and encourage open sharing of opinions.
While we all want to believe that we review people objectively, the truth is that our emotions and personality certainly has a role to play. So, it is important to know your biases and to work towards communicating vividly beyond these individual biases.