https://cruciallearning.com/blog/out-of-sync-performance-reviews/ VitalSmarts is now Crucial Learning Wed, 09 Sep 2009 23:46:18 +0000 hourly 1 https://wordpress.org/?v=6.5.2 https://cruciallearning.com/blog/out-of-sync-performance-reviews/#comment-189 Wed, 09 Sep 2009 23:46:18 +0000 http://www.crucialskills.com/?p=204#comment-189 It’s good to see the commenters have chimed in on my thoughts, too. One of the goals of performance reviews is continuous improvement. In my experience, annual reviews seem to have a battle atmosphere to them, each party preparing and assembling ammunition for their cause. (As you clearly point out, battles are rarely tied, nor should they be.) The employer presents unsatisfactory performance and patterns, and the employee, accomplishments and value-added activities. I am an advocate of semi-annual, or even quarterly, informal reviews (or progress reports) where both parties can more freely express concerns, and distribute praise. Most importantly, it isn’t an annual review where disciplinary actions and wage increases are discussed. Just my two-cents, of course, but perhaps reducing the one year time lapse will offer the opportunity to reinforce what is important, and, hopefully, disarm some of the non-constructive sentiment you describe how to deal with here.

]]> https://cruciallearning.com/blog/out-of-sync-performance-reviews/#comment-188 Wed, 09 Sep 2009 17:03:46 +0000 http://www.crucialskills.com/?p=204#comment-188 Joseph, that was a really helpful discussion. The real problem, however, is the review process. It sounds like the once/year game we play so often in organizations, and it sounds devoid of any sort of results focus. Aside from your helpful advice, in order to avoid this scenario again next year perhaps they should implement a quick customer survey. Measure what you value and then focus on those more objective results. Then the discussion might be more like “…you consistently have scored below a 4 out of 5 on this metric. In fact, last Friday, a comment from a customer survey noted that you…. While you and the customer may not see it the same way, what do you think you could do to help the customers see you as more interested in them?” You are then a coaching leader rather than a controlling supervisor.

]]> https://cruciallearning.com/blog/out-of-sync-performance-reviews/#comment-187 Wed, 09 Sep 2009 13:13:45 +0000 http://www.crucialskills.com/?p=204#comment-187 A note from an employee’s perspective. As a leader, if you notice your employee is doing something incorrectly don’t wait until it becomes “a pattern”. Give us private and immediate feedback. We want to do well, we may not realize we are doing something that is perceived poorly. If you wait until the annual review, it’s too late. Give us the chance to improve now.

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