In this conversation, the speakers discuss the challenges of performance reviews and how to make them more effective. They acknowledge that most people hate performance reviews because they are often rushed and not engaging. To make the process more effective, managers need to prepare for the review process well in advance and have clear guidelines and documented goals. They also need to have regular check-ins with their team members throughout the year to build towards the performance review.
The speakers emphasize that the performance review should be a conversation, not a one-sided evaluation. The tone should be set in weekly one-on-one meetings, where managers and employees can have a dialogue about what is important to the team and the individual. This approach ensures that everyone on the team feels heard, valued, and engaged.
The speakers warn against falling into traps such as waiting until the last minute to conduct the review, doing them infrequently, or having the employee fill out most of the review. They also stress the importance of incorporating areas of development and opportunities for growth into the review process.
Lastly, the speakers emphasize the need for objectivity in the review process. Communicating the rules and expectations early and often can help avoid biased exercises. The review process is one element of evaluating performance on a regular basis, which is critical to becoming an elite organization. By building systems and processes that allow for consistency, managers can empower their employees and help build an elite organization.
In this conversation, the speakers discuss the challenges of performance reviews and how to make them more effective. They acknowledge that most people hate performance reviews because they are often rushed and not engaging. To make the process more effective, managers need to prepare for the review process well in advance and have clear guidelines and documented goals. They also need to have regular check-ins with their team members throughout the year to build towards the performance review.
The speakers emphasize that the performance review should be a conversation, not a one-sided evaluation. The tone should be set in weekly one-on-one meetings, where managers and employees can have a dialogue about what is important to the team and the individual. This approach ensures that everyone on the team feels heard, valued, and engaged.
The speakers warn against falling into traps such as waiting until the last minute to conduct the review, doing them infrequently, or having the employee fill out most of the review. They also stress the importance of incorporating areas of development and opportunities for growth into the review process.
Lastly, the speakers emphasize the need for objectivity in the review process. Communicating the rules and expectations early and often can help avoid biased exercises. The review process is one element of evaluating performance on a regular basis, which is critical to becoming an elite organization. By building systems and processes that allow for consistency, managers can empower their employees and help build an elite organization.
Timestamp
0:00:00 Introduction to the topic of making performance reviews more effective
0:00:36 Importance of planning and preparation for effective performance reviews
0:01:27 The need for regular check-ins and ongoing dialogue throughout the year
0:02:28 Traps to avoid, such as waiting until the last minute or doing reviews infrequently
0:03:14 Incorporating areas of development and opportunities for growth in the review process
0:03:39 Importance of embedding objectivity in the review process
0:04:04 Regular evaluation and progress towards goals as a critical element of becoming an elite organization
0:04:38 Empowering managers and engaging employees to build an elite organization