4 ms·
For my org the performance review should not be surprising for the employees. Through 1:1 and continuous feedback they should exactly know where they are. This
by gbin 4y ago
For my org the performance review should not be surprising for the employees. Through 1:1 and continuous feedback they should exactly know where they are. This should be the opportunity to formalize the feedback and set goals for the next cycle.
- clnq 4y agoThen they seem kind of superfluous to 1:1s, right? Without 1:1s, performance reviews alone would not be very effective for employee growth. With 1:1s, they are more of a formality - not adding anything new to the conversation.
- xbpx 4y agoIt's so the middle managers can see that the line managers have done some due diligence. This is to prevent the case where line managers "don't have a good feeling" about an employee but can't point to specific items that have been communicated to the employee. In an ideal world with great line managers you wouldn't need a performance review, it would be handled in 1:1s. That's not our world and we need rigid formal systems to increase the likelihood that basic steps are followed, on average across many managers and employees.
- deleted 4y ago[deleted]
- clnq 4y agoI don’t know… In my experience, managers’ bias can sneak into performance reviews. Sometimes that puts a spotlight on the manager and has consequences, but not always.