A New Way to Execute a Performance Review

Performance reviews of the past no longer work.  Today’s video is to get you thinking of new ways to evaluate your employees.

Most of our clients conduct yearly reviews and simply go over last year’s performance.  They set goals for the New Year and then it’s back to work.

Today’s employees want to have input and know the direction of their career and want to know what the path to promotion looks like.  This can be of great benefit to you, the employer.  This is why career-pathing and employee led performance reviews are the new normal.

The key is to start by getting the employee’s feedback.  They begin the process by answering a few questions:

  • What was your most significant learning this year?
  • What do you consider your greatest accomplishment this year?
  • What areas do you want to focus on improving?
  • Where do you ideally see yourself in this organization?  This year?  3-5 years?  Ultimately?
  • What training or education do you believe you need to reach your goals?

After asking these questions, the supervisor and the employee open up dialogue that stretches beyond what the employee did or isn’t doing well.  The supervisor evaluates based on core values – or cultural fit – within the organization.

Our talent strategies division focuses on this work.  The career-pathing leads to input on cultural fit.  It defines who needs assistance with performance, who are your high potential employees and who are high performing.  We may think we already know, but it often happens that employers are surprised by who their potential next leaders really are.

Once we have identified the high potential and high performers, we conduct a great program around Innovation Summits.  The first summit is for high potential employees.  We work on leadership skills such as critical thinking and problem solving relevant to your business.  It’s a great way to get them thinking like business professionals.

The second summit is for high performers.  In this session, we discuss strategy.  People who aren’t always asked to share ideas do, therefore your employees now believe they have a voice in your company.  This creates employees that feel values, motivated and significant.

If you have any questions on this topic, please don’t hesitate to give me a call or send me an e-mail.  We are here to help.