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.
PERFORMANCE REVIEW CURRICULUM
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.