Your typical performance review is an inaccurate representation of how your employees are performing. The dreaded annual performance review has become something employees and managers hate.
Google “Why does performance management suck” and you’ll find an endless amount of people complaining about the suckiness of performance management.
If you have done your job as a manager and communicated throughout the year, there shouldn’t be any surprises in end of year conversations. Those conversations should be about:
- the work.
- the future (not this years performance).
- where can we improve?
- what are the roadblocks to success?
- what can we do together to help you meet your goals?
Managers Are NOT Therapists; Workers Are NOT Children
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