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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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360 Performance Review |
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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 |
Real Time Feedback | Ongoing | |||||||||||
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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| Info |
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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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