Get Rid of Annual Performance Reviews! Part 2



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The topic of Performance Management can bring dread to managers and employees alike. But a successful system can positively impact the bottom line, provide a path for goals to be achieved and increase employee morale. This podcast can help managers implement and maintain a successful performance management mindset and system.

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Overview For most organizations in the United States, performance reviews are used to support decisions related to training and career development, compensation, transfers, promotions, and reductions-in-force or employment termination. Generally, the performance review process includes setting clear and specific performance expectations for each employee and providing periodic informal or formal feedback about employee performance relative to those stated goals. Recent trends, however, include a less formalized process of performance management focusing on more feedback and coaching rather than a time-consuming paper trail.

Communication Managers can prevent or remedy many performance problems by ensuring that two-way conversations occur between managers and employees, resulting in a complete understanding of what is required when it is required and how everyone's contribution measures up.

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Everyone benefits when:

The employee knows exactly where they stand in relation to achieving goals and reaching performance milestones that contribute to career development, promotions, and more.

The ability to give feedback is a superpower. Little nuggets of feedback can change lives. But the word "feedback" has a negative connotation, perhaps because not many people are comfortable giving it.

You should allow frank and positive thoughts in your feedback because teams that encourage this will stay together longer. Employees who receive specific praise in the form of feedback performed better at future tasks than their counterparts; it has been proven.

Our words have the power to inspire, unlock potential, to lift us up instead of knocking us down. If that doesn't get you on board with fixing feedback ... nothing will.

Most importantly, when managers focus on fixing a performance problem through negative feedback, it's a huge turnoff in the employees' minds. Think about that from your own experience of having nothing but a steady diet of negative feedback. When we exert control over someone, their performance will actually go down, outcomes suffer, and learning is limited.

Vaughn is the co-founder of Results-Driven Leadership. He is a leadership development expert, podcaster, and author. His methods are brought from his real-world experience working on the front lines and living the role of being a high-impact leader and manager. His coaching and training programs offer no theory, just common-sense advice, and direction. He is a former executive with CarMax the world's largest and most respected company in the auto industry and is a Fortune 100 Best Places to Work.

Vaughn's mission is to improve the impact of executives and other managers by increasing their knowledge, skills, and abilities.

His motto is "No matter what business you're in, you're in the people business."

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