Have you ever found yourself feeling puzzled with someone’s graph placement, once you complete their review? Here are some things to consider, to ensure you are providing a true reflection on an employee’s performance and overall alignment to your culture.
Simple & Easy – The two words that our clients use most often, when describing Threads. Which is why, when asked “How do you create/conduct a good performance review?” we thought it would be helpful to share our simple & easy best practice for constructing and delivering a performance review
Promoting someone is a great feeling and one of the rewarding things we get to do as managers. We congratulate the person on a job well done and offer them a bump up from their current position in many exciting ways.
Anyone who manages human beings will run in to a situation like this at some point. There are many reasons someone can be disengaged at work – passed over for a promotion, not challenged in their job, outside of work issues, etc. If a person has:
Here is a real world example that our HR manager successfully handled in our company. A few years ago, our Operations Manager approached Human Resources with a problem.
Ah, the Culture Warrior… A person who exists in almost every organization in America and as a topic in many executive coaching sessions. Most executives and executive coaches struggle with how to manage the Culture Warrior because they are usually a person who has been with you a long time.
I’ve had to give and receive hundreds of performance reviews over my 30 year career. As an employee, manager and company leader, I’ve learned a few things about performance reviews.