How to fail running a performance review
Yes, its possible:
You can fail a performance review, even if you’re the one RUNNING it!
While there’s many positive approaches to performance reviews, there are also foolproof ways to make your next performance review a disaster.
Take heed now so you don’t lose employees and alienate people:
6 ways to easily fail at running your next performance review
If you’re unsure of the things to avoid when running a performance review, I’m here to help.
These six actions can turn a performance review from a prime employee engagement opportunity into a hazardous state of devaluing employee relations.
It’s easy to make these mistakes without even realising.
* And remember, some companies do performance reviews weekly as part of one-on-ones. Some do them quarterly, twice a year or annually. However you run them, the above principals apply.
Valuing an employee = better results
“One of your most important responsibilities is making your employees feel truly valued,” shares Forbes magazine in a recent article.
Dedicating a little time and energy to your employees’ performance and career advancement goes a long way.
It helps employees feel they are cared for and a part of something larger than themselves.
For a performance development tool that’s easy to use, download the ‘3 Year Employee Professional Development 1-Pager’.
Answering 5 simple questions is all it takes:
- Zero-in on what your employee cares about that will get them up in the morning, excited to contribute!
- Get clarity on the ideal development outcome over a 3-year horizon
- Map concrete action steps for yearly goals, quarterly executions, focus areas, 90-day sprints and more
- Give your team confidence of knowing they’re working towards a professional future that’s well planned
If you have questions on this topic or any others, feel free to reach me by email or set up a free one-on-one consultation session, or drop me a comment below.
Thanks for sharing!