Coffee with the CEO as a Better Alternative to Annual Reviews
Mar 29, 2017 • 5 min read
The most common thoughts employees have are probably “mistakes,” “salary decrease or increase,” “fear,” “uncertainty,” and so on. Quite negative, isn’t it?
So what is actually the goal of the annual review? If the goal is simply to point out what’s being done wrong, then that’s already the first mistake. I’ve always believed that mistakes should be corrected along the way and improvements made throughout the year, not just when it’s already too late. That’s why at Optiweb we reorganized and changed the system: we brought agility – one of the most important attributes of our company – into annual reviews and turned them into “coffee with the director.”
The Goal Is Not Just Career, but Also Personal Growth
Throughout the year, individuals receive regular feedback from their teammates and team leads, who guide their work. This way we try to solve problems as they arise, instead of “piling them up” and waiting for the annual review. At the coffee meeting (usually it’s actually lunch :)), we can take a broader look at the company, myself as the director, and of course, the interviewee. The conversation usually ends with highlighting personal goals, plans for summer trips, and other relaxed topics.
To keep from losing track of the conversation, we put together a short questionnaire that each participant can review in advance and answer calmly. During the meeting, the questions only serve as a guide – the goal is for the conversation to flow naturally, not for the interviewee to read answers from a sheet. The questionnaire has 4 sections:
1. Let’s Start with Some Positive Thoughts
It’s always good to start with positives – and talking with the director is no exception. We begin with the good sides of the company, of me as a director, and with the things the employee enjoys most. This helps me understand what to continue strengthening – what suits them, drives them, motivates them, and ultimately makes them happy at work.
2. Your Role in the Company
This part includes questions like “How do you think your colleagues would describe you?”, “Where do you think your added value lies?”, and “What are your biggest frustrations and obstacles?” These help employees explore themselves. People often don’t dedicate enough time to personal growth and satisfaction, or ask themselves about things that influence their work quality and well-being. Some realize certain things only when they say them out loud. All of this is extremely valuable for an employer, who can then help employees overcome obstacles – or, if possible, not create them in the first place.
3. We Can Always Do Better!
It’s hard to get employees to constantly suggest improvements for the company; after all, they’re not directly paid for it. But in good companies, they can be indirectly rewarded: good suggestions can help the company progress, which can then lead to salary increases. In this section, we talk about exactly that – what the employee thinks should be changed in processes, services, or company culture. To wrap up, we also talk about career paths: where the employee sees themselves in the future and how I can help them get there.
4. So I Can Get to Know You a Bit More …
The coffee ends with a positive and relaxed discussion about which upcoming events the employee is most excited about, what’s happening in their personal life, their goals for the coming months, and their life vision. The conversation often takes off and can last 2–3 hours, with a similar outcome every time: a “to-do” list full of great ideas that we try to bring to life as soon as possible. And that is the main purpose of coffee with the director.
One of the biggest compliments – or proofs that it really works – is the sentence I’ve often heard when sending out the invitation: “I hope it’ll be as nice as everyone else said it was.” It fills me with joy to feel such strong trust from employees. These conversations with them really touch my heart – sometimes they get so emotional that my eyes water. Constructive criticism, and especially praise and gratitude, truly are the best spice in the world.
I’ll be happy if this post helps even one employer make a positive change – it’s high time we start spreading good workplace culture in Slovenia. Good luck! :)
