Applying Dr. William Glasser's Choice Theory might make you rethink the utility of performance reviews. This theory posits that we are self-driven entities, motivated more by autonomy than by command and control strategies. This puts traditional performance evaluations under a new light.
Performance reviews often serve as a one-sided judgment rather than a dialogue. However, according to Choice Theory, meeting five basic needs: survival, love and belonging, power, freedom, and fun, drives us. Performance reviews can compromise these needs, particularly freedom and belonging, leading to disengagement.
Constructive feedback remains crucial, but it should foster relationships, not create a power imbalance. By integrating this two-way communication, we enhance belonging and improve teamwork.
Choice Theory also advocates for personal responsibility, a principle contradicting the blame game often seen in performance reviews. By fostering a culture of individual responsibility, we create a more productive environment.
If we aim to establish supportive, effective, and enjoyable workplaces, it's worth considering Choice Theory's principles. It's time we question performance reviews and start helping employees, thereby fostering a culture of choice and responsibility.