Eight Reasons to Rethink the Annual Performance Review
The traditional annual performance review is somewhat static, using a linear structure with objectives established early in a fixed cycle, followed by a couple of "ritualistic" meetings to review performance and document the results.
Joe will share 8 reasons why it's time to rethink your review system to incorporate agility, flexibility, collaboration, continual feedback, and coaching.
The COVID-19 pandemic forced organizations to adopt an agile approach to performance management, with an emphasis on short-term goals and transparency. It was impossible to predict how the pandemic would evolve, which meant it was impossible to create realistic 6-month or 12-month goals. Many employees moved to a remote environment, making it impossible to "manage by walking around" and making it more difficult to have visibility into performance expectations and results.
Join Joe and see how a progressive approach to continuous performance management is a best practice approach to getting results.
Learning Objectives:
- 8 Reasons why you should rethink a traditional annual review process.
- The core components of a continuous performance management approach.
- 2 Ways to measure goal results: Metrics and Milestones.
- How to connect goals to competencies and values.
In-person session offerings are on a first-come, first-served basis.
Joe Rotella, SHRM-SCP
Joe is a leading thinker in managing and motivating people. He’s passionate about helping organizations achieve their vision through effective performance management.
