so our performance reviews use the 360º feedback methodology where everybody - Reviewees, Managers, Direct reports and Peers - chips in.
An effective performance review will help Ⓜ️ostlies identify their growth opportunities and potential areas of improvement, whilst maintaining healthy relationships.
We win as a team so our performance reviews use the 360º feedback methodology where everybody - Reviewees, Managers, Direct reports and Peers - chips in.
When delivering constructive feedback, be honest and consider the following:
Don’t avoid uncomfortable issues. Reflect about what’s worth addressing, and don’t hesitate to bring it up. If you know an issue is affecting you and/or your team, tiptoeing around the subject won’t get you anywhere.
Be tactful with honest feedback. Be honest, but not brutal. Deliver feedback how you’d want to receive it. The discussion is unavoidable, but you can choose your words with care and be mindful of the Reviewee’s feelings.
Be abundantly clear about expectations. There must be crystal-clear clarity on both sides, both in what the Manager expects from the Reviewee moving forward and in what the Reviewee needs from the Manager. Without setting clear expectations, nothing you discuss during the evaluation will help the situation, and you’ll find yourself revisiting the same topics at the next performance review.
Write clearly. Use language that is clear, concise, and easy to understand.
Offer constructive feedback. Both praise and criticism can play a role in constructive feedback.
Praise is where you show appreciation to the Reviewee for the work they have done. By acknowledging their work and showing your appreciation you can help to reinforce these positive behaviors. (note: for short and instant praise throughout the year, you are welcome to use the Slack channel #mostly-kudos-and-tacos)
Criticism is harder to navigate as if it is handled poorly it can lead to an uncomfortable working environment. When critiquing a Reviewee’s work it is imperative to not make it personal but rather focus on the impact of their actions and behaviors. The outcome of criticism should still be positive and contribute to an Reviewee’s growth.
Assessment result | Name of the author | |
|---|---|---|
Self-assessment | Immediately, once completed | Yes |
Manager assessment | Immediately, once completed | Yes |
Assessments of direct reports | Immediately, once completed | Yes |
Peer assessments | Immediately, once completed | Yes |
Assessment result | Name of the author | |
|---|---|---|
Self-assessment | Once the Manager review is completed | Yes |
Assessments of direct reports | Immediately, once completed | Yes |
Peer assessments | Immediately, once completed | Yes |
Assessment result | Name of the author | |
|---|---|---|
Manager assessment | Once the Manager shared it | Yes |
Upward feedback (aka “Assessments of direct reports”) | Shared in a non-identifiable way | |
Peer assessments | Once the Manager shared it | Yes |