Category Archives: Performance reviews

What if you could start with a clean slate? Introducing performance reviews and 360s from scratch

What would you – as a HR practitioner – introduce performance reviews and 360s from scratch? (1) start the process bottom-up, (2) do all reviews during one afternoon, (3) remove ratings, (4) make the system really lightweight, (5) 360 reviews only for people who recently joined or in a new role, (6) consider team 360 reviews

What if you could start with a clean slate? Introducing performance reviews and 360s from scratch

What would you – as a HR practitioner – introduce performance reviews and 360s from scratch? (1) start the process bottom-up, (2) do all reviews during one afternoon, (3) remove ratings, (4) make the system really lightweight, (5) 360 reviews only for people who recently joined or in a new role, (6) consider team 360 reviews

What’s the obvious issue with performance reviews staring us right in the face?

They are demotivating. They are anxiety provoking. They are disruptive. What is the obvious issue that is stopping performance reviews from achieving what they are supposed to achieve?

Let’s have a look at the research and the science of motivation and engagement. One thing is clear, it’s good to provide people with honest feedback and encourage managers to coach people to achieve (even) higher performance.

What’s the obvious issue with performance reviews staring us right in the face?

They are demotivating. They are anxiety provoking. They are disruptive. What is the obvious issue that is stopping performance reviews from achieving what they are supposed to achieve?

Let’s have a look at the research and the science of motivation and engagement. One thing is clear, it’s good to provide people with honest feedback and encourage managers to coach people to achieve (even) higher performance.

Re-thinking Performance Reviews

Do you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements?
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Keep reading… Let us be your guinea pig! Our organisation has conducted an open review of our new performance review model for everyone to see.

Re-thinking Performance Reviews

Do you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements?
.
Keep reading… Let us be your guinea pig! Our organisation has conducted an open review of our new performance review model for everyone to see.