Avoiding Year-End Nightmare Of Performance Review

Companies find Performance Management more important than ever before. There are sophisticated software tools to aid managers and HR professionals to execute more effective annual performance reviews. Even with advanced technology, managers and employees often dread this annual ritual. The best performers often find it the most frustrating and even de-motivating aspect of their jobs. Over-reliance on technology to cope with the increasing work pressures add to the negative experience. Avoid these pitfalls by taking four basic steps. If you are an HR manager, train and encourage managers to use these approaches no matter what technology you are using. These proven actions get results, reduce everyone’s frustration, and raise overall and individual performance. If you are still working virtually, learn the extra steps you need to add to your current procedures to meet this challenge.

The more we come to rely on technology to select, track results, and review performance, the easier it is to miss the important key to success, matching the individual's talents to the needs of the job. The more we perform this important review only once a year, the less likely we are to have a real impact on improving performance. A performance review is a dialogue between the leader and the team member, constantly evolving and leading to growth on the part of the employee.

• Develop and deploy an approach adaptable to any performance review system
• Integrate performance with mission focus and fulfillment
• Plan tactical and developmental performance results
• Empower HR, managers, and employees to monitor progress regularly whether working in person or virtually
• Track results not activities and takes corrective action quickly
• Continuously improve individual performance, managers’ ability to affect performance, and HR’s access to data to improve the review process

• HR Professionals
• Managers from Team Leader and First-Line Supervisor to Top Executive
• Project Managers
• New and Aspiring Managers
• Executives and HR charged with improving performance

Rebecca Staton-Reinstein, Ph.D., and President of Advantage Leadership, Inc. works with leaders and their organizations to Increase your bottom-line results through strategic leadership, engaged employees, and delighted customers in all economic sectors. Draw on her proven ability to mentor you through major change, customizing successful solutions to your complex issues. For over 25 years, Rebecca has contributed value as an executive, manager, educator, and consultant, honored on four continents. She is a Ph.D. in organizational development, a National Speakers Association Legacy Professional Member, and St. Petersburg Engineering Academy Foreign Member and author of books on strategic leadership and planning.