The focus shifts to the custom of end-of-year performance reviews in Kenyan places of work as the end of the year draws near. Although this practice is important for reflection and goal-setting, it frequently causes anxiety.
Many people become anxious just thinking about end-of-year reviews because they associate them with criticism and the nagging worry about their job security.
Under these circumstances, changing the narrative of the year-end review becomes crucial and a chance to ease these widespread concerns.
It is possible to redefine the typical anxiety that affects the workplace during this time, which arises from the fear of being criticised and from job insecurity, into a positive and empowering process.
In addition to acknowledging the anxiety that affects the workplace, encouraging employees to speak up during year-end reviews is a conscious attempt to change the norm.
It's a calculated move to replace a culture of negative feedback with one of constructive criticism, encouraging a shared path of individual and organisational growth.
To create this transforming environment, leaders are essential. They have the chance to change the perception of year-end reviews since they are aware of the widespread anxiety they generate.
Leaders encourage vulnerability and openness throughout the organisation by openly sharing their reflections and areas for growth. The idea of reviews as a critique is to be deconstructed, and their role is to be reframed as a platform for development.
Managers prioritise active listening during reviews because they are aware of the common fear that employees carry. This actively involves them in the conversation while also validating their experiences.
The transition from being afraid of criticism to being open to constructive criticism is essential to creating a dialogue that is transparent, empowering and open.
The emphasis on constructive feedback in this narrative transformation is not just a procedural change but a cultural shift. It's a commitment to fostering an environment where every opinion is valued, and growth is the shared goal.
By addressing the common fear associated with end-year reviews and replacing it with a culture of empowerment, organisations unlock the potential for a workplace where individuals not only feel secure but actively contribute to the organisation's success.
As the year ends, let's not only reframe year-end reviews as a platform for dialogue and growth but also celebrate the transformative power of constructive feedback.
By giving every employee the freedom to voice their opinions in a positive way, companies relieve concerns while also cultivating the basis for a flourishing workplace and unleashing the potential for future organisational excellence.
General manager of Workforce Africa
