Forget The Review Form & Focus On Improving Performance
Too often, the focus of a performance review is the form, from designing it to tracking it.
A yearly cycle is established, with initial goal setting, a mid-year review, and an end-of-the-year review, all using the same form.
Managers and employees hate the process. Most importantly, the C-Suite consistently says the process isn’t delivering results.
For performance management to be effective, it must generate impact and keep pace with business needs. Employees and the organization must derive value from the process. And the process can’t be overly time-consuming, complicated, or burdensome. Everyone knows what’s expected of them, how their efforts will be measured, where they are today, and what it takes to “cross the finish line.” People understand how their work supports the organization’s vision, job, or professional development.
Join Joe Rotella as he shares what works and what doesn’t with the traditional review process. Learn how to develop a culture of continuous performance management with SMARTER goals and ongoing coaching. You’ll learn how the right approach to performance management increases employee engagement, delivers results, and helps create a culture of performance.
