The Process of annual, score-based performance reviews is broken. And painful. No wonder. It's been around since the 1800s.
- Employees. Never, ever wait for feedback. Learn how to self-gather your own information now, not eight months from now at performance review time. Assess your current performance and your potential. We’ll show you how.
- Managers. Gain the skills to have small conversations with our hearable and sayable approach to giving performance feedback. Position feedback in a non-confrontational way and learn how to shift 50% of this responsibility and let the employee own it.
- HR. According to the Mercer 2013 Global Performance Management Survey of 1,050 organizations in 53 countries only 3% said the performance management system adds exceptional value. Only 6% said managers were good at giving performance feedback. One in three organizations said the ability of managers and employees to engage in performance conversations is the key has the greatest impact on company performance. We can help you change this.
In this simple performance management process, everyone can learn to self-gather ongoing feedback instead of waiting for the annual review or for the manager to initiate a conversation. Because the employee owns and controls the flow feedback he/she receives, conversations happen throughout the year – not at the end of the year when no one can remember what happened. Everybody learns as they work.
Our performance management processes have earned the reputation of being modern, easy to learn and use. With “how-to” tools and practiced-filled workshops, train-the-trainer programs and proven to work processes and materials. Your managers and employees spend their time giving and receiving meaningful feedback, not filling out meaningless forms.
What are you waiting for?