I would like implement to the organization "starting a Yearly Performance Management Review" with our Admin plus Sales Team.

15 Comments

1. SPQNovember 26,2025 at 5:21AM UTC

   Just to clarify, exited or excited?

2. AnonymousNovember 26,2025 at 2:24PM UTC

   "annual performance management review" as a whole is NOT going to generate excitement. Start with trying to call it something else.

3. AnonymousNovember 26,2025 at 8:49PM UTC

   As an HR manager, I can guarantee most in HR are about as excited as the rest of the world is when it comes to annual performance reviews.

   Now with that said, in my 15+ years in HR, we've never in the background connected PIPs to reviews. What we have found that managers do a shit job with performance reviews that bite the in the butt when they do have a poor performer.

4. GirlBossanova934974November 27,2025 at 1:52PM UTC

   I am having difficulty figuring out what you are asking. However when it comes to performance reviews and changing that review process, the FIRST THING that needs to be asked is what is in it for the EMPLOYEE? If you could spell that out for your company, that would be a very good start to getting this implemented.

5. Coach Nancie Kay ShumanNovember 27,2025 at 6:34PM UTC

   I was coming to suggest this. But, in conjunction with this, creating a collabrative framework for the entire team, so that people know what the goal is, who is responsible for what actions, and who they can go to for support when they need it. This clear communication assists with, well, communication but also means that everyone is on the same page from the get go. During the development of the framework, peoples strengths and weaknesses can also be identified and they can be paired with someone who can counter those.

   This approach has shown to improve overall performand, both individually and with teams. The lack of a framework has also shown to be the thing which contributes to them failing.

6. AnonymousNovember 27,2025 at 7:30PM UTC

   You do mean excited?! Nothing about getting reviewed would make folks get excited except for more money and recognition. Sales people by nature are coin operated and respond best to goals and rewards financially. Administrative staff responds best to getting thanked and rewarded for the work that they do which often gets overlooked.

   Have each team make a list of the benchmarks to set as a minimum guideline and then build your rewards programs and reviews around those things. Note that often this does get de-coupled in larger organizations so as not to get folks riled up if they don't get big enough increases with a traditional focal review.

   Good luck, this isn't easy...

7. AnonymousNovember 28,2025 at 3:54PM UTC

   I am having difficulty understanding your post…

   You want to implement a performance management review for your high performers only?

   Doesn’t your company already do performance reviews?

   what exactly are you trying to implement / achieve that is different than your company’s annual performance reviews? And maybe think of another title that more closely aligns with your objective.

8. AnonymousNovember 28,2025 at 8:55PM UTC

   This post is like word salad.

   -Does Yearly Performance Management Review = annual review?

   -Successional opportunity = do you mean succession planning? If so, this is a management function, NOT for the employee to determine.

   -Further development for high performing employees = development opportunities?

   If you're trying to get your employees "excited" rather than "exited", I'd sort through this mish-mash of MBA bingo terms and put this into plain speak that your team can understand. Excess words does NOT equal clarity in message.

   As others have said, your post is unclear. If this is the strategy you're taking to your employee base, it won't land well. The only thing your employees care about is money. So your charge should be to explain how their performance if being evaluated and how scoring will equate to either a raise in base salary or bonus payments.

9. Dr. Patty GrossDecember 1,2025 at 2:53PM UTC

   I have an issue with you saying, "The only thing your employees care about is money." Depending on the industry and job role, many care about their career trajectory as much, if not more, than the money, because if their career goes the right way, the money will follow, and they know it.

   Other than that you are spot-on.

10. AnonymousDecember 1,2025 at 4:46PM UTC

    My mortgage payment unfortunately doesn't take career trajectory as a form of legal tender, either does my car loan. Few of us take jobs because they make us feel warm and fuzzy on the inside. I don't care if my employer calls me chief shit shoveler...as long as the paycheck and bonus hit my bank account. My life runs on US Dollars, not a promise of future income.

11. Dr. Patty GrossDecember 2,2025 at 10:23PM UTC

    I fully understand that, but there needs to be a balance. Do you have a plan for where you want to be in five years? Ten years? If not, what do you expect from your next raise, performance appraisal, or promotion, and what timeframe do you see those happening in? Are you actively pursuing anything beyond showing up to work every day, such as continuing education, conferences, or online learning to help you get there? If you have no idea and no plan, you have a job, not a career.

12. AnonymousDecember 1,2025 at 2:37PM UTC

    +1 for the professionalism remark

13. AnonymousDecember 2,2025 at 3:30PM UTC

    Exited or excited?

14. AnonymousDecember 2,2025 at 7:39PM UTC

    When I was working for the government, some bored managers with no authentic work to do would come up with these types of "Rah rah, motivate the workers" types of programs, and they always fizzled out and failed. We referred to them as the next "flavor of the month", and ignored them while working on our true duties. Nowadays all workers see through this nonsense and these ideas never make a difference. Corporations and governments will never do what actually makes the difference - top wages, work life balance, hire the actual number of employees required to do the work, and monetary bonuses. Extra kudos for work from home. Nothing else will motivate like these items would!

15. AnonymousDecember 8,2025 at 1:33PM UTC

    Good luck. We went from a formal five page yearly review to a two page short form that was used now. It is better for all involved. It still is not as good as informal meetups.