Ironclad’s Post

Two words that can strike fear in employees everywhere: performance evaluations. 🫣 An important metric on the path to performance but one that our CTO, Jason Li, argues that companies are it getting wrong by solely focusing on the individual. Instead, companies should look at the person and the environment they’re working in to see if they are set up for success. Here’s why: https://lnkd.in/gq3T5xFM

Hey Friends, In performance management, common mistakes we could make as HR professionals include: 1. Unclear Goals: Not setting clear, specific goals for employees can lead to confusion and lack of direction. 2. Infrequent Feedback: Only giving feedback during annual reviews instead of regularly can leave employees unsure of how they’re doing. 3. Bias and Favoritism: Allowing personal biases to influence evaluations can create unfair assessments. 4. Lack of Training: Not providing managers with proper training on how to conduct performance reviews can lead to ineffective evaluations. 5. Ignoring Development: Focusing only on past performance without discussing future growth and development opportunities can demotivate employees. 6.Inconsistent Standards: Applying different standards to different employees can cause confusion and resentment. Which did I omit? Let me know below. 👇🏾 Virtual Hugs ❤️ #Temisanthebrand #peopleandculture #growthmindset #learningwednesday #Motivation

“Awkward.” “A waste of everyone’s time.” “Makes me physically ill to think about it.” What are they talking about? Performance reviews. Traditional performance reviews are... - unpopular - unhelpful - expensive One survey found... 66% of employees were strongly dissatisfied with the performance evaluations they received, and 95% of managers are dissatisfied with their company’s process. What's the emotional impact of that on morale and productivity? Here’s why the annual performance review doesn’t work – and 6 principles to follow instead: 1️⃣ Check in more often 2️⃣ Coach, don't criticize 3️⃣ Make it a 2-way conversation 4️⃣ Measure what matters 5️⃣ Compare to past self, not coworkers 6️⃣ Humans are messy - make room for that https://lnkd.in/gDruyHMs

Have you ever been frustrated by employee reviews that fall flat and miss their mark? You're not alone. Imagine this scenario: You walk into a performance review only to find that the employee has rated themselves much higher than what you've observed. It feels like a game of tug-of-war, where one person's gain is another's loss. But what if it didn't have to be this way? What if everyone on your team comes out of the office room smiling and happy? In this video, I, Divya Nagpal, your HR strategist, leadership coach, and trainer, will share practical tips to transform your performance evaluations into effective, meaningful conversations that embody the true spirit of appraisal. Here’s what we’ll cover: 1. Focus on the Future: Evaluations aren't just about the past; they should pave the way for future growth. 2. Trust in Your Employee’s Capabilities: Highlight their successes and contributions to set a positive tone. 3. Foster a Collaborative Approach: Ask how both you and the employee can align efforts towards mutual success. 4. View Failures as Learning Opportunities: Treat them as gaps in actions, not as flaws in character. 5. Work Together Towards Organizational Success: Collaborate to achieve shared goals. 6. Create Milestones of Shared Success: Define what success looks like for both parties. 7. Celebrate Achievements Together: Plan celebrations for reaching milestones to keep motivation high. By implementing these steps, your performance evaluations will become far more productive and inspiring, fostering a win-win atmosphere. If you have any questions, feel free to comment below or reach out directly. Thank you for watching!

It is that time of year, the dreaded Annual Performance Assessment and Review.🫣😳🤯😱😰🫢 During my career this process has evolved: 7 point- 5 point- 3 point scales; numberless; self-evaluation; peer evaluation; client and stakeholder input; performance objectives; competency and value assessments; the list goes on and on‼️ What I have experienced as both an employee being assessed and the person training those who assess their direct reports, is that few people like this annual process and it is time consuming and stress inducing‼️ This begs the question, how valuable is this process and is it time to let it go? Imagine my curiosity when I read “Why the Performance Review is Dying Out- Including at Companies like Apple and Microsoft” in Fast Company by Benham Tabrizi! Some suggest that this assessment process, which is often based on a bell curve distribution, is demotivating! Employees know that it is likely they will be assessed as “average” no matter how hard they work and what results they deliver. Others suggest that the process promotes competition among teammates rather than collaboration as colleagues vie for the coveted outstanding rating. Those who advocate for the merits of ongoing feedback argue that an annual process falls short! Timely, specific, reinforcing and constructive feedback and coaching are far more effective than a yearly report card. Companies who cling to the annual review and use it effectively often integrate company values and culture into the process. This debate is far from over, but the recent trend in organizations abandoning the annual performance review is likely one that will gain momentum. I will be watching closely. To learn more about why companies are letting go of the annual performance review and what they are choosing to do instead, check out this interesting article!⬇️ https://lnkd.in/egJV7GcW #performanceevaluation #assessingperformance

As we approach the end of another year, it is the annual performance review time for many organizations. The value of the formal annual review process has been debated a lot over the past few years. Yes, feedback should not be reserved for one meeting a year. Feedback and dialogue around development and performance should be continuous. But, that doesn't mean an annual performance review should just be abandoned altogether. When done correctly, it can be a great way to celebrate progress and accomplishments and, together, plan for future goals and development. https://lnkd.in/gjCqyRzk

As a manager, your role in performance appraisals goes beyond just evaluation - it's about unlocking your team's full potential. Here's how you can make appraisal discussion more impactful with the team: Goal Alignment: Align individual goals with organizational objectives. Clarify expectations and help employees see how their work contributes to the bigger picture. Continuous Feedback: Offer ongoing feedback to guide performance throughout the year. Address challenges promptly and recognize achievements. Development Opportunities: Identify areas for growth and provide resources for skill enhancement. Encourage learning and support career progression. Empowerment: Empower employees to take ownership of their development. Involve them in goal-setting and decision-making processes. Fair and Constructive Evaluation: Conduct appraisals objectively, focusing on strengths and areas for improvement. Provide actionable feedback for future growth. Recognition and Appreciation: Recognize and appreciate contributions. Celebrate milestones and successes to boost morale. By embracing these strategies, managers can foster a culture of continuous improvement, engagement, and excellence within their teams.#PerformanceAppraisals #ManagerTips #EmployeeDevelopment

What is Actionable Feedback? Like a good coach, provide employees with specific, frequent, and respectful feedback. Implementing feedback scripts can dramatically improve performance. For example, consider your team member, Lisa. With feedback tools, she receives clear, actionable advice regularly. Lisa knows exactly what she needs to improve and what she’s doing well, which boosts her confidence and performance. By providing feedback scripts and regular check-ins, you foster a culture of continuous improvement, much like a successful sports team. This investment in feedback tools and training will pay off in higher employee engagement and better performance. https://t.ly/-cDp4

17 #performance review #tips for employees 1. Keep track of accomplishments throughout the year 2. Check in with your manager year-round 3. Write down your performance goals at the start of each quarter or year 4. Look for additional ways to contribute to your company 5. Understand your value as an employee 6. Be willing to ask for help 7. Request constructive feedback regularly 8. Discuss your career goals with your supervisor 9. Ensure you understand your manager's priorities 10. Seek out development opportunities 11. Be flexible 12. Actively participate in your performance review 13. Think creatively 14. Keep documentation of your feedback 15. Listen actively 16. Have feedback prepared for your supervisor 17. Take notes during your performance review https://lnkd.in/ghRP_sqj