Focus on creating a positive, two-way dialogue. Ask for their input and actively listen to their concerns and aspirations. Highlight their achievements and set clear, attainable goals to reignite their motivation. Offering development opportunities shows you care about their growth, making the process more engaging and encouraging them to excel.

Transform performance reviews into two-way conversations by actively soliciting their input and discussing their career aspirations. Set clear, achievable goals and highlight how their contributions align with the team's success to boost engagement and motivation.

Actively listen and engage in open discussions to understand why they may seem disengaged. Ask them directly what you can do differently to better engage them, and be sure to listen attentively, taking notes and committing to actions where possible. Reflect on your approach by asking yourself: Do I make them feel valued for who they are and the unique contributions they bring to the team? Do I consistently show appreciation for the work they do? Do I support their growth and development in meaningful ways? Use these reflections to guide your actions, ensuring you address any gaps that you can create a more supportive, engaging, and appreciative environment.

1. Make Reviews Forward-Looking - Focus 70% on future development rather than past performance - Create personalized growth roadmaps - Set inspiring yet achievable stretch goals - Connect individual goals to larger company mission 2. Transform the Conversation Style 3. Implement Real-Time Recognition - Move beyond annual reviews to continuous feedback - Celebrate small wins regularly - Use data to highlight progress - Create visibility for achievements 4. Empower Through Ownership - Let team members lead their review discussions - Encourage self-evaluation - Allow them to set their own development goals - Give them resources to pursue growth areas

Na minha experiência, adoto algumas estratégias eficazes: Deixo claro o que se espera de cada membro da equipe. Realizo check-ins frequentes para discutir o progresso e permitir que todos saibam onde est?o. Treinamento de Lideran?as: Invisto no treinamento das lideran?as para conduzir diálogos construtivos durante as avalia??es e pós. Crio oportunidades para que os membros compartilhem suas próprias expectativas e feedback, promovendo alinhamento. Essas a??es transformam as avalia??es em momentos de aprendizado e motiva??o, fortalecendo o engajamento da equipe.