October 31, 2013. No, I don’t mean how we can scare employees at their reviews. A recent story about what makes kids satisfied with the candy they receive on Halloween got me thinking about how employers may best leverage their periodic review meetings with employees. Hear or read the story here.
A research study tested what made kids happier when trick-or-treating on Halloween. One group of kids received a candy bar. The other group received a candy bar, and then a piece of bubble gum, in that order. Surprisingly, the children who received the candy bar and bubble gum were less satisfied than the group who received the candy bar alone. This was replicated in other studies (involving colonoscopies, of all things). Why? It has to do with the timing. When a desirable item is given, followed by a less desirable item, we tend to rate the whole experience on the basis of the trajectory of the experience, rather than the total of what we received. That is, if a kid is given a piece of bubble gum, followed by a candy bar, they would be more satisfied, because their experience improved, and they received the best item last.
This theory can be applied in a variety of areas. Restaurants want you to save room for dessert. Retail stores could apply this as well; interactions with store clerks are often saved toward the end of a visit, after the shopper has time to browse. Why not apply this to improve your employee review meetings?
Agenda
Use this method to set your agenda in your meeting. Discuss overall performance, areas for improvement, and expectations for the future early in your meeting. Save the incentives for the end of the meeting. This may include examples of excellent work done on a particular project, appreciation for the employee’s attitude or methods, a bonus, a raise, or additional vacation time. However, consider the trajectory of the discussion about incentives. For instance, if you are providing the employee with a raise and additional vacation time, discuss the vacation time before the raise. The employee will rate the entire experience more positively, as his or her experience improved with time.
This is helpful when an employee has some areas for improvement. To leave an employee with a renewed and inspired commitment to do excellent work for you, move the discussion about what he or she needs to improve toward the beginning of your conversation. Then discuss areas in which the employee is excelling. This leaves the employee more inspired and energized to perform for the next period. When all else fails, end with a candy bar! Click for more information on employment law, email info@goosmannlaw.com or call 712.226.4000.
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