Lead with Performance Reviews
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Performance Review season is upon us. For most managers, this time is extremely stressful. Performance review cycles are time consuming, in some cases exhausting, and especially given today’s climate, it is yet more work on top of their already packed schedules!
Given that, it is easy for a manager to just follow. Follow the norms set by the HR team or leadership. Follow the rest of the organization. But given how impactful these cycles are on careers, my dear managers, I want to challenge you this cycle. This cycle, show up not as managers. Show up as leaders. Leaders lead. They challenge the status quo. They ask the hard questions. They call BS. Be a leader for underrepresented members of your team. They need you the most. They often are not the best at advocating for themselves. They are usually held to a higher, unfair standard of excellence. And more often than not, they are not rewarded for all that they do.
This is how you can show up as a leader for those on your team who need it the most.
Do not equate “Extrovert” to “Leader”: Recognize leadership potential not based on who’s the loudest or most vocal in the room. Some of the best leaders are the quiet ones. You will hear “But she doesn’t speak up in meetings”. Or “She hasn’t done any tech talks”. Dismiss this. Leadership is about empathy, ability to connect; ability to corral, direct and lead people, inspire them. Women are showing up as better leaders; and driving better outcomes. They just demonstrate their leadership skills differently than men.
Fix the “Broken Rung”: Alas, the “Broken Rung” is still alive and well. For every 100 men promoted to a first level manager, only 86 women are. So keep yourself and your team honest. For a hiring decision, teams often bring in a “bar raiser” - a person from another team who helps you think through whether or not a candidate should be hired. For every underrepresented person on your team who’s not up for promotion or upleveling, why not bring in a “bar raiser” to verify your rationale?
Perception is NOT Reality: “Perception is greater than reality” UGH! If I had a penny for every time I've heard that. Personally, I think that’s a cop out. Its BS. Do NOT fault your employee for what the perception is. As their manager, it is your job to know what the reality is. And if you do, then what are you doing to combat perception! Perception is often informed by biases. And it is your job to help create a culture that’s not steeped in bias!
Mind the Gap: Lastly, women continue to earn 82 cents for every dollar that men earn. That’s an 18% wage gap. This is your chance to fix it for your team, your organization and your company. Ask the hard questions. Deeply question why a woman in your organization, is getting paid less. Is her day to day really that different? Are her skills really that different?? And don’t settle for “We’ll slowly fix this”. Unfair is unfair. There’s no slow-fixing what’s unfair!!
This performance review season, be a leader. Not just a manager. Leaders lead. They ask the tough hard questions. They question the status quo. They inspire others around them to take action. Take action not for your team, but also for those around you!