Orchestrating a Pivot from performance management to performance momentum (Part 4 of 4)

Performance Reviews, Accountability, Pivot
Pivot to performance inspiration and accountability. Determine how reviews fit.

In this series I am focusing on the performance review, which for many organizations has failed to meet its goal of improving performance of the team(s) overall.

To catch up here are links to
Part 1,  Part 2 and  Part 3

Consider a Pivot from the single annual performance review, which for most organizations is ineffective or harmful for a variety of reasons (see Part 2) to a more continuous flow of performance conversations, with managers who are able and willing to help people rise and build great teams, and including future-look conversations held separately from any review (see Part 3).

A well-orchestrated Pivot requires first defining the desired state (vision), discovering what is right now, and then communicating the vision and strategic direction so that each person or group can choose their best next steps (because a successful Pivot involves orchestrating many shifts by many people all aligned toward a common vision/desired state).

Sometimes you’ll have to take a step back – and it may be a big step. Continue reading “Orchestrating a Pivot from performance management to performance momentum (Part 4 of 4)”

Performance Reviews are not inherently ineffective. But most need to change. (Part 1 of 4)

Better Performance Review
An effective performance review is possible

Employee reviews weren’t meant to be ineffective or harmful to the morale of people you want on your team. However, too often, the performance management processes and policies organizations ask managers to follow, and promoting the wrong individuals to manage teams, are causing performance reviews to fail.

An employee performance review exists for performance improvement. Performance, in this definition includes both achieving in one’s role what the organization most needs from them and doing so in keeping with the organization’s core values. Continue reading “Performance Reviews are not inherently ineffective. But most need to change. (Part 1 of 4)”