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Management: how to give feedback when performance reviews fail

I was happy to recently contribute to a panel discussion on Forbes.com. To drive individual and organizational success, meaningful and ongoing performance discussions with all team members are critical. Check out the link below to see what tips I and the rest of the panels have for increasing the effectiveness of performance reviews. #highperformance #humanresources #coaching #feedback Forbes Business Council https://lnkd.in/eNRd2F3v

Our President and Founder, Andrew Block, recently had the opportunity to contribute to a Forbes.com panel discussion on how to make performance reviews more effective. Please check out his and others' practical tips by clicking on the link below. #humanresources #performance #coaching #feedback Forbes Business Council

I am thrilled to share this post from my coaching colleague Andrew and his recently shared insights on Forbes.com! ??? In our fast-paced world, regular performance conversations aren’t just “nice to have”—essential to individual growth and organizational success. When we connect with each team member through meaningful dialogue, we build stronger relationships, foster trust, and align on a vision that empowers everyone to bring their best every day. ?? Here’s to creating cultures where feedback flows freely, and success is a shared journey. Let’s keep raising the bar in our efforts to develop talent! ?? #Leadership #PerformanceManagement #TeamSuccess #Growth

It’s that time of year ?? performance reviews Some are a hit ??.. some are a total miss. What exactly is the purpose of a performance review? To keep it simple.. ?? they’re designed to encourage employee growth & development. Key word there being.. “designed” They’re “designed” to encourage employee growth and development.. but do they? How many employees exactly, feel encouraged to grow and develop as a result of their performance review? ?? According to LinkedIn .. only 14% (yikes!) of employees say their reviews inspire them to improve. Let me keep it real and say that I myself have been part of the 86% (for most of my career) not inspired by performance reviews to improve. ? here’s your review ? here’s your feedback ? what are your thoughts, ideas ? here are my thoughts, ideas (manager) ? great, off we go.. business as usual ? no next steps, no follow-ups, no support, no accountability 6-12 months later.. repeat ????♂? Is there any wonder why only 14% are inspired to improve? We can do better. Coaching may not be the end all, be all solution to bettering performance reviews, however.. I will tell you the one time I was provided with coaching as part of a performance management program that a company I worked offered.. not only did stay (retention) with the company when I was considering leaving for more growth, support, and development.. I was also promoted that same year (less than 6 months later) ?? CTA - leaders, make those performance reviews for your people about more than just checking a box. 14%.. come on, we can do better. #motivation #sales #coaching #skyeisthelimit

Coaching wins. Continuous coaching fosters a different kind of relationship between a manager and an employee. You need an AI tool that can help your teams with continuous development. Soar.com #leadership #ceo #HR #training #humanresources https://zurl.co/O7UX

20 Best Performance Review Questions To Ask Your Manager

How to improve performance reviews

Let's talk about what really happens inside companies: Performance management is your company's operating system. It's the reviews, promotions, PIPs, and tough conversations. It's how organizations maintain standards at scale. Coaching is different. It's the conversation between two people. Raw, honest, and focused on growth. Now here's where it gets interesting: Performance management tracks your metrics. Coaching uncovers your potential. Performance management follows policy. Coaching follows possibility. Performance management asks "Did you hit the target?" Coaching asks "What's holding you back?" Performance management lives in spreadsheets. Coaching lives in conversations. Here's the hard truth: Most leaders don't know how to coach. They're trained to manage performance, not develop potential. Think about your organization: How many of your leaders can truly coach? A coach doesn't just see your potential - they show you how to see it too. Organizations that want to truly develop their people need to master both. That's where we come in. DM me to learn how your organization can transform from managing people to unleashing potential.

There are no perfect performance management systems. However, how much you get out of the process depends a lot on how much you engage with it. From my experience, here are some tips for how you can make the best of a performance management process. ??Be proactive and engage with the process. Understand the requirements of your role and create objectives that help you achieve them. ?? Create time to discuss your performance, feedback, goals and objectives with key stakeholders. Your career is in your hands so invest as much time in this activity as possible. ??Be intentional about building a trust network that grows over time. The best way to find out if you can trust somebody is to trust them. ?? ?? Find a coach, mentor who may ultimately become your sponsor. Remember great relationships don’t happen overnight, so invest in strengthening such relationships. ?Ask questions. What you don’t know, you don’t know. Don’t be scared to ask for help too. ???? Seek continuous feedback. In fact, if you’re new to a role, team or company, you should be seeking feedback more regularly, outside formal performance management timelines. ??Hold performance discussions in person or via video conference. Emails sometimes can lose that human touch. ??Be open to constructive feedback. Nobody is perfect. ??Perform a balanced self assessment of your performance. Be aware of your own gaps and identify what you need to do to fill the gaps. ??Don’t confuse regular team catch ups for performance evaluations or discussions. If you want to discuss your performance, you should schedule a separate meeting for this. ??Be selfish about your goals and objectives. If you do not know where you’re headed, how would you know how to or when you get there? ????Be courageous. #Doitafraid. Be open to new opportunities and learn as much as you can. During one of my coaching sessions, a colleague shared this tip: Sometimes we are haunted by the bad experiences from our past / home country etc and allow these to limit or define our future relationships. Be more open and a little vulnerable. I hope this helps. Have a great week ahead! #performance #coaching