It is Friday evening…after what felt like a lifetime of completing forms, holding meetings and creating ratings for a single employee, our company performance review cycle box has been successfully ticked off. And to think I get to do this all again in six months’ time!
Do you believe that the annual performance review
I am drained and hit with the reality that I became a manager 10 years ago. To date, I have had
I have never really had a team of high performers. Can you blame me? I mean, look at what I have to deal with…
Let’s take the case of Bob – a poor performer. He’s a nice enough guy and has a family to support, so to dodge an awkward performance conversation I rated him 3.5. In essence, I have commended Bob for his average performance and encouraged him to continue to be an average performer.
And then there’s good old Sam. She was a great performer – but was always complaining about being unhappy and needing more. I speak in the past tense, as I performance managed her right out of the company – apparently, I didn’t do enough to keep her here. I mean, people leave, right? I can’t keep them here…
So, we just got this snazzy new performance management system. Granted it was frustrating to get used to but once we did, it was a pretty easy system to use – because you need a SYSTEM, right?
My mind wrestled…
I started thinking about the experience of performance management…
Are these words accurate in describing your experience? Let us help you change that!
And yet, we press on “doing the same things over and over again and expecting a different result.”
If you want different results, if you want performance to improve - you have to try a different approach. I don’t know about you,
but for me, something is missing if we cannot answer
Can you say that you provide your employees with the opportunity to do what they do best every day?
Can you say that you spend time helping your people use their strengths?
Can you say that you know what motivates each of your employees to perform at their best, every day?
Can you say that you have real-time Crucial Performance Conversations about actual performance, and not once-a-year conversations about performance ratings?