Stop the Annual Performance Review Event, Try This

[Joywtseo421]

At the end of every year, it's a no-fail reaction that everyone runs around pulling information for the annual performance review. For many offices, this still holds true, but is this truly the best way to end every year? Instead, let's see what happens when the whole team works toward performance feedback throughout the entire year.

85% of Millennials, who currently make up one-third of the workforce, would feel more confident in their work if their managers had more frequent performance conversations. This alarming statistic calls for performance reviews to be turned into a process observed by whole organizations rather than once a year events. How exactly do you go from affair to process, though?

Lay The Groundwork
It all starts with the senior leadership and trickles down from there. If your days consist poland phone number library of little to no contact with your managers, then it may be no surprise they aren’t working performance management into their leadership style, as well. Add conversations about performance with managers into your daily or weekly routine.

A shocking 50% of employees don’t feel confident about what is expected of them at work and this could very well be true for your team. Take the time out of your day to round on employees, just as doctors round on their patients every day, and get the scoop about their latest project.

Why this is beneficial to the process: Taking time out of your day to talk performance with your team brings the process into an everyday conversation instead of a once-a-year event. This keeps performance top of mind for when reviews do some around which means less prep time and more productivity.

Don’t Make It A Chore
After laying the groundwork yourself by adding performance management into your daily or weekly conversations, it’s time to make it a team effort. Task your managers with doing the same with their subordinates, but it’s important to make it less of a chore and more of an opportunity to advance the team altogether. Try giving incentives for improved performance amongst departments or teams to encourage managers to keep the conversation going.