Join Todd Dewett for an in-depth discussion in this video Next steps, part of Performance Review Foundations.
It should be apparent by now, that if you want to offer useful employee reviews, you have a lot of work to do. You have to understand the performance cycle and how the review fits in. You have to understand your company's competency model and how to use it correctly. You have to become great at setting goals with your employees. You have to publish a review schedule and then starting collecting all kinds of data. From observations you write in your performance diary to information collected through 360s. Following this, you have to create appropriate outcomes, whether that includes stretch roles on the positive side or performance improvement plans on the developmental side.
Then you have to write your reviews and deliver them effectively. That's a lot of work and it's one of the primary reasons some people don't like the review process but it's worth it. When you master the steps we discussed you won't be delivering an employee review. You'll be delivering clarity, focus, resolve, motivation and even yes, gratitude. And there's more good news, there's every reason to believe that in the coming years, the employee review process will become more useful and user friendly.
For example, consider the arbitrary timing of 360's. Data collection happens at set times, not when performance happens. Also, consider the odd selection of raters for 360's. Often it's just a weird process of choosing who you think might give you good feedback. Wouldn't it be better if any significant professional with whom you've worked, had the means to quickly and easily provide performance data on the fly? That's where the idea of crowdsourcing comes into play. Crowdsourcing is the idea of electronically getting beyond the smaller, typical group of employees or customers you use to connect with a wider group of relevant players.
This idea has been used in product development as well as, marketing research and slowly it's being adopted in the area of employee reviews. What if every employee had a simple software tool that allowed them to take notes and provide ratings for a given person in a particular work context, all tagged by the person's name, a date and a project name. In a completely anonymous fashion when the performance review kicks in, everyone can press a button and for every member of the firm you'd have scores and narrative comments automatically assembled.
Compared to the 360 approach, you would have more data overall and more useful data. Information that more accurately captures and summarizes performance. That's the trend we're seeing. Finding ways to capture more data and more useful data. While at the same time making your interaction with the review process shorter and more efficient. In the meantime, never forget that no matter what type of review process you have, you can still have amazingly productive teams.
Because teams aren't built by the review process. That's just one tool we use. Healthy teams are built by you through strong relationships and great communication.
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The information contained in the following course is provided with the viewer's understanding that the course should not be used as a substitute for consulting a human resource professional at your company for specific guidance. Lynda.com and LinkedIn expressly disclaim liability for any damages, loss, or risk, incurred as a direct or indirect consequence, from the use and application of any content herein.
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- Understanding the performance cycle
- Setting performance goals
- Collecting performance data and feedback
- Writing the review
- Discussing performance with an employee
- Using a performance improvement plan (PIP)<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.