Get Rid of Annual Performance Reviews Part 3

Annual performance reviews are so 1980s. Why are companies still using them? Maybe because they don't have another way. In part 3 of this podcast, I share the hows and whys of conducting performance feedback in a highly effective process. Quit wasting your time and energy on something that you hate doing, and your employees dread.

Now you have a way that works.

Take Our Online Course Performance Management That Works

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 achieving goals, and increase employee morale. This resource center can help managers implement and maintain a successful strategic process.

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 focusing on more feedback and coaching rather than a time-consuming paper trail.

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

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 manager gains insights into the people's motivations working for them through the crucial conversations The organization retains motivated employees who understand their role and the roles of others in contributing to the organization's overall Regular Feedback is Key

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.

One mistake many managers make when giving feedback is focusing only on poor performance instead of speaking to successful performance.

This podcast will teach you how to create a new mindset to counter these natural but destructive tendencies.

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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