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Performance Reviews Made Simple
This has been a great week for me.
On Tuesday, I had the daunting privilege of speaking at a DisruptHR event. It is the first time I’ve stepped on a speaker’s stage in over a year. I was nervousAF — but I rocked it! Video to come.
On Wednesday, I had the awesome privilege of guest hosting SHRM’s #NextChat on Twitter. Each Wednesday at 3pm EST, this chat covers topics that are front of mind for HR professionals. The guest hosts are HR influencers sharing their advice and best practices along with other Twitter users.
I’ve been a participant in #NextChat for years! To be a guest host was a really cool experience.
This week’s topic was “A Positive Process for Performance Reviews”
- Check out the preview article, including quotes from me, here >> https://blog.shrm.org/blog/nextchat-performance-reviews
- Check out the full recap with all the awesome tweets and advice, here >> https://blog.shrm.org/blog/nextchat-recap-a-positive-process-for-performance-reviews
On the heels of this, I thought it would be a great time to share some other posts I’ve written about performance:
- “How To Ensure Mediocre Performance” http://www.
performanceicreate.com/ensure- mediocre-performance - “OnGoing Is NOT a Deadline” http://www.
performanceicreate.com/ ongoing-is-not-a-deadline - “HWWT is the New WIIFM” http://www.
performanceicreate.com/hwwt- new-wiifm/ - “The Importance of Performance Documentation” http://www.
performanceicreate.com/hwwt- new-wiifm/ - “Annual Goals are Sexy” http://www.
performanceicreate.com/annual- goals-are-sexy/ - “Forever a Hot-Shot” http://www.
performanceicreate.com/ forever-a-hot-shot/ - “Aces in Their Places” http://www.
performanceicreate.com/aces- in-their-places/ - “Your Development is NOT HR’s Problem” http://www.
thebuzzonhr.com/2013/11/06/ professional-development- advice/
If you are in a management position with people reporting to you, you will have to provide a performance review at some point. The longer you wait to start the habit, the more difficult the practice will be for you.
Coach your direct reports as close to daily as possible and keep records of all aspects of their performance — both the areas done well and the areas needing improvement. By doing this, it will be much easier to compile an accurate, comprehensive and meaningful review when the time comes.
And that “time” should come formally AT LEAST once per year of employment. Leaving people lingering for years with no specific idea of their standing simply isn’t cool.
Performance reviews are a necessary part of a productive and accountable work environment. Embrace it!
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