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Align performance to goals and objectives
Provide a basis for promotion/transfer/termination
Get rid of Avoid the painful performance improvement plan Performance Improvement Plan (PIP) process
Improve communication
Enhance employees effectiveness
Reduce turnover
Identify development opportunities
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Prompt Feedback, Coaching & Development - ongoing and ad-hoc
Regular 1:1
Goal setting/review, engagement survey
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Growth Planning |
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Stay Interview (not implemented atm) |
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Annual Strategy setting |
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Quarterly OKR |
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Recurring 1:1 Meetings (Continuous coaching) | x | x | x | x | x | x | x | x | x | x | x | x |
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Update Goals & Growth Plans | Ongoing | |||||||||||
1:1
Meeting frequently and individually with team members can require a large time investment but can identify issues early and provides a forum for the manager to give feedback and guidance.
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Log in and set up your first meeting. Find all relevant information how to do it here.
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You can find additional information on how to conduct an efficient 1:1 here. |
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360 Performance Review
We are doing twice a year formal performance reviews. Each check-in has a specific focus.
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We use Leapsome for all our reviews. You can find some information about the tool here.
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Here you can find additional information about “How to prepare for a review” and “Performance Calibration” |
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Strategic Goals, OKR & KPI
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Inattention to Results
Avoidance of Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
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Elements of
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good feedback
Timely:
Employees must receive the feedback as close to the event as possible.
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Feedback should be presented in a positive, tactful and non-threatening manner. The employee providing feedback should remain calm and professional throughout the process. Additionally, feedback should be provided in the most appropriate location. For instance, any negative feedback should be given in private.
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Cross
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cultural feedback
Could the individual’s background affect the way they prefer to receive feedback?
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Reading The Culture Map can help you understand the communication and feedback styles of different countries. Something very useful at MOSTLY AI.
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The S-B-I Feedback Tool
The SBI Feedback provides a simple structure to deliver actionable and effective feedback. SBI stands for:
Situation: you outline the situation you are referring to, so that you can provide clear context. When and where did you observe the situation? This gives the other person a specific reference point.
Behavior: you address the behavior you have seen. Avoid making assumptions or subjective judgments about someone's behaviors. These could be wrong, and they may undermine your feedback.
Impact: you highlight the impact of the person´s behavior on you, the team, the organization