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I am about to give the "We are going to start yearly Performance Management Review" with our Admin and Sales teams.
Apart from this is a great opportunity to open dialogue with your Manager about you expectations and if you want to develop yourself, what else can I say to get our employee excited?
Hi Tina,
I think it's super important to think through the goals surrounding this review. When staff members hear yearly performance review they assume that although this is an assessment of their work that year, it's also a time for bonus/promotion conversations. If your company is not in that space and don't plan to incentify workers who are knocking it out the park, these reviews can actually have a negative outcome of staff feeling frustrated and want to leave. If that's not the case, I would definitely hype up those goals (and maybe tack on some training on how to successfully present/showcase your work to your manager) - focus on how overachieving can set them up for successful results (more money and opportunities). It may also be helpful to share some conversation tips on how best to navigate difficult conversations with their managers including questions that can help them succeed. Hope that helps!
My suggestion is to look at what you called it, then look at what comments you assigned to the meeting. IMO, they don’t match and “yearly performance management review” is NOT going to get anyone excited.
Call it something different. Annual Check-In, Once a year One-on-One, whatever. But the words performance review indicate that one person is going to tell another person how well they’re doing their job and what the need to work on, and that can easily incite anxiety in the person whose performance is going to be judged.
Unless it actually is what you called it, and in that case good luck. Your thoughts about professional development, career advancement track, etc are spot on.
I do like your suggestion. Majority of staff have been with the organisation for over 10 years, so it isn't performance driven, but development and engagement is the ultimate goal.
So glad you found some value in what I said. It didn’t sound like a YPR to me, more like a career development session.
And, if it truly works out to be career development, it sounds like it could boost your already stellar retention.