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“I have never liked annual performance evaluations. This process keeps people’s work performance and behavior at their personal top level all year long!”
Following the first workshop, Conversations to Accelerate Employee Performance and Potential, we have the tools and skills to discuss performance and request feedback. The Employee Performance Continuum, a way to assess performance without ratings, gives managers insight into what each employee should be doing and which department they are best suited for. Our employees are comfortable engaging managers to help assist them to focus on their strengths and opportunities for development.
We partnered with Employee Performance Solutions to tailor our performance management system to align with our employee-owned relationship-focused culture. The outcome is increased employee engagement, performance, and stronger relationships between managers and employees. Five years in, we continue to hear positive feedback about the process from employees, managers, and leadership. Employee and manager training coupled with a simple process keeps the program running and on track.
“We replaced annual reviews with a robust, conversation-based program with frequent and meaningful performance development conversations throughout the year. It’s a co-owned employee/manager partnership using flexible conversation guides. The Employee Performance Continuum lets us measure performance improvements. Our CEO thinks it is the best performance management program and the process he has ever experienced.”
“We replaced annual reviews with a robust, conversation-based program with frequent and meaningful performance development conversations throughout the year. It’s a co-owned employee/manager partnership using flexible conversation guides. The Employee Performance Continuum lets us measure performance improvements. Our CEO thinks it is the best performance management program and process he has ever experienced.”
In my article A Kinder Way to Look at “Low Performers”, I urge people to avoid using the term.
For the last two years, kitchen tables and home offices have become the new office cubicle.
I’ve learned firsthand that making artificial modifications to performance management doesn’t work.
Instead of labeling people as low or problem performers, do this instead…
The catalyst for dropping annual performance reviews at A.I.M. Mutual Insurance started with Mike Standing.
Continuous Performance Management Saves the Day One of the most fundamental.
We offer tools and training to show your managers and employees how to have candid, productive conversations about performance, expectations, and potential. Your managers will be able to confidently assess performance, identify areas for improvement, and know what to say, assuring they will give feedback early and often.
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