We recently interviewed Bettina Deynes, VP of HR at SHRM, the world’s largest HR professional society, about just what a professional should do when they get a terrible review. Unfortunately, there is not a lot of recourse.
The only time professionals have any power is before they’ve accepted the position and signed the contract. And, we learned from Ms. Deynes how a company tackles performance management can tell you a lot about how an organization values their employees.
Professionals need to use every avenue to vet the company, including the recruiting or HR screener interview. Here are questions we suggest asking to get to the heart of performance management:
1. What do you believe is the most important goal of the company’s strategic plan? (If they don’t know, how can they build the capabilities for the future success of the company?)
2. How are the goals for this position tied directly to the company’s strategic plan?
3. What are the most important quantitative criteria that define successful employees?
4. What defines a high-performing team? Is the team I would be joining considered a high-performing team or is there work to do?
5. Is there an efficient feedback loop between colleagues in the department I would be joining?
6. Does the company offer any training for new managers?
7. Can you tell me about a time when the trust was broken between an employee and a manager and how it was fixed?
8. When was the last time you had a meaningful conversation with your boss?
9. What is the biggest challenge you face and how is your manager helping you overcome it?
10. What has been the biggest change in the company’s culture since you’ve worked here?