I have not had good experiences with performance management. Well, the formal kind anyway. Too often, the things I needed to work out came out of no where and felt like something my manager threw in because there had to be something I had to work on. I don’t know that I’ve ever left one of those meetings feeling like my manager thought I did anything well!
And when I was on the other side of the desk? Well, I fell into the same traps. While I was given training on how to fill out the form (and told that no one could get the top rating in every category), I wasn’t really given training in how to give feedback that was encouraging and would help my employees feel good about the work they were doing.
No one really looks forward to this process! And yet, good leaders provide feedback, encouragement and the opportunity to learn & grow. How can you do that without the formal process? Well, join us and Melanie HelmN on 3/14 at 6 pm CT to talk about the process, changes you’ve had to make and where we need to go!
- What’s in your glass?
- How does your company typically handle performance management?
- Has performance management changed in the era of COVID and remote work?
- What would you like to change about your performance management process?
- How do you ensure that employees get the feedback they need, when they need it?
- Do you have any best practices or tips that you’ve found to be really effective with performance management?
- QTG Do you think performance reviews should be tied to pay raises? Why or why not?