Performance Reviews
We assist
our clients in the process of creating
reviews that directly relate to
organizational competencies and core
values. We help our clients think
through and put together metrics to be
used in the review process. We coach our
clients around the conversations that
need to occur for successful review
sessions and effective follow-ups.
Whether they are referred to as
performance appraisals or annual
reviews, they consist of two primary
goals. The first goal is to change and
refine employee behavior. The second
goal is to connect performance to future
compensation and reward. This process
can be meaningful and helpful to both
employee and organization as long as it
is linked to more ongoing feedback and
measurable behaviors.
Annual Review
The annual performance appraisal
should be focused, comprehensive, and
professional. At the same time, the
ideal discussion is dialogic rather than
one way. The more your employee talks
through their own issues, the more they
will buy into making necessary changes.
Quarterly Check-In
The quarterly check-in revisits
developmental issues brought out in the
annual review. People need reinforcement
and reminders in they are going to truly
make changes. Overall the message needs
to be concise with a mind-set of, "How
can I help this employee reach his or
her greatest potential?"
Just-In-Time Feedback
Just-In-Time feedback is delivered on
a regular basis. It is very
conversational. It is very informal. It
provides feedback within 24 hours of an
event. It is important to provide this
sort of feedback because it lets people
know how they’re doing in real time and
can provide continuous coaching around
other key areas.
