Whether you’re a manager or an employee, just seeing the phrase “employee performance review” may make your jaw clench or your stomach flip.
The traditional review paradigm of calling people onto the carpet once or twice a year for a formal assessment is stressful for everyone involved.
It’s also not as effective as developing your people or reaching your company’s goals as more frequent reviews can be. In this post, we’ll look at how you can optimize your performance review process for more actionable feedback, clearer goals and better results.
Does your organization’s employee review process work?