Your 2023 Wrapped
As the year comes to a close, we wanted to do a little end-of-year check-in with you. How did you feel about your performance in 2023? What were your major accomplishments? In what areas do you think you could improve??
By now, you’ve probably already been grilled this way by a boss. The annual review is a tradition in corporate America that no one seems to enjoy: Managers often view it as an irritating time-suck, while for employees, these “chats” have the potential to be deeply awkward. Yet, for better or worse, the performance review lives on.
Sure, every few years, a company will make a splash by announcing that they’ve evolved beyond the need for these evaluations (This year, it was the tech company Block, who made waves by getting rid of reviews and PIPs.) Most workplace experts agree that it’s better for managers to meaningfully connect with their direct reports one-on-one throughout the year, instead of cramming a ton of feedback into one or two sessions. But nearly half of all companies still rely on an EOY review system to measure worker productivity, growth, and satisfaction, according to a recent Workhuman survey. These reviews can still be useful tools, though — if you take advantage of them, says Madeline Mann , a career coach and HR specialist.?
In this week’s Wake-Up Call at Work, Mann breaks down how to make the most of the infamous end-of-year review. She shares the common mistakes she sees in self-evals, why the “compliment sandwich” doesn’t work, and how to use your review as a launching pad for a stellar 2024.?
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On a Scale of 1 to 5…
Sure, they’re tedious. They cut into the precious little time you have to complete your actual work, and they can be uncomfortable, but Mann says your annual review is not something you can afford to dismiss as an afterthought. If you’ve got one penciled in for after the holidays, Mann’s got tips on how to prepare . And if you’ve already had yours, she shares how to decode your manager’s comments, what to do about a bad review, and more can’t-miss advice.
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10 个月I think reviews are important. It’s a chance to offer feedback in a more structured way. It’s also invites employees to give their managers feedback. It’s certainly not perfect but I wouldn’t do away with this.
Empowering Immigrants In Canada to Gain Clarity & Confidence for a 6-Figure Career & Brand | Speaker Ft. National TV News Top Stories:CBC,Global, CNBC,FOX 26 | Certified Career Strategist | Free Clarity Training ??
10 个月Can we toss out reviews in 2024 and rating system which impacts salary/bonus. Introduce regular 360 feedback and clear KPIs. The current processes of performance reviews have inherent biases that can no longer be ignored. Time Use: Unpaid, Unseen Work Employees who actively engage in office chores/housework, organize events, decorate for the holiday season, celebrate birthdays, order supplies, mentor juniors, and volunteer for company campaigns during their time often go unnoticed during performance reviews. As a leader, it's essential to evaluate bias and recognize these contributions as part of the overall rating process. Women are expected to sign up for office chores without being compensated in the name of upskilling. People need to be compensated for going above and beyond if you expect them to go above and beyond. Proximately bias: Proximity bias is favouring employees who often show up at work for face time versus a remote employee who is working in a hybrid environment and barely shows up at work. More bias ?? https://www.teachndo.com/post/mastering-performance-reviews
As a manager, I would have my employees send me their 1 month performance appraisal. This way, they added all the great things they did this month. At the end of the year, I had a great repository of their accomplishments for the year. It also kept them focused on doing what they were evaluated on. When our company started “totem-pole” reviews, I had no trouble defending my employees for great performance vs other teams members: I had a strong repository of their accomplishments throughout the year vs other managers saying ‘“they did a great job”. My employees were always at the top of the pole.
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10 个月I invite you to the LinkedIn network, congratulations on your successes, good luck and as many interesting and fruitful business contacts as possible .. Regards .. Je vous invite sur le réseau LinkedIn, félicitations pour vos succès, bonne chance et autant de contacts commerciaux intéressants et fructueux que possible .. Cordialement ..
Turning Job Seekers into Job Shoppers ?? | Your Fairy Job Mother | Career Strategist featured on ABC, Bloomberg, Wall Street Journal | Creator of Self Made Millennial | Job Search & Career Coach
10 个月Thanks Katie for including me in your newsletter this week! I enjoyed the conversation about performance reviews and how to make the most of them.