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Modernize

Your
Performance
Appraisals

911 E Pike St. Suite 204


Seattle WA, 98122
877-489-5651
info@trakstar.com
trakstar.com
THE NOISE
²² Organizations are revamping their review
processes, or looking in new directions

WHAT
around reviews.

²² Employers want fresh ideas!

WOULD
BUT WHAT … HAPPEN IF …
HOW … UH … ²² You switched the balance power of the
performance review from the manager
to the employee?
²² How do I document that conversations
have happened? ²² You focused on goals you and the em-
ployee set, together – and rated fewer
²² I need a tool to support employment-re- competencies?
lated decisions.
²² Managers had an easy way to discuss
²² What about low-performing employees? and deliver a review?
²² What about compliance? ²² Reviews were used as a tool for coach-
ing?
²² What about Pay-for-Performance?

DO THESE IDEAS
SCARE YOU?
²² Using values-based ratings scales (instead of perfor-
mance metrics)

²² Focusing on future growth and development (not


past performance)

²² Eliminating ratings, or using them sparingly

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1 Do self-reviews
things to modernize
your review process
2 Shorten your forms
3 Ask meaningful questions – some examples
4 Add employee-focused elements with values-based feedback
5 Eliminate weights and final scores
6 Move from a competency focus to a goal focus
7 Update your email communications
8 Go online – make continuous feedback easy
9 Consider 360 feedback
10 Focus on coaching and continual growth and development

TIME-TESTED Compentencies 60%

FORM DESIGN
Communication
Teamwork
Work Quality

²² Competencies (consistent across the organization)


Goals 40%
²² Goals Project Apollo
Increase Efficiency by 10%
²² Questions with narrative responses

Questions
Are there development opportunities ...

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1. DO SELF-
REVIEWS
²² Allow employees to take an active role in their
review

²² Give employees a voice

²² Promote better discussions

²² Check for perceptions before the review

2.SHORTEN
YOUR FORMS
²² Can you shorten your form to 5 compe-
tencies or less?

²² Can you ask a few narrative questions,


wocintechchat.com but not so many it’s a burden to respond?

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3. ASK MEANINGFUL
QUESTIONS
We can do better than these!
²² List your strengths.

²² List areas for improvement.

Check out these questions:


²² What were my three biggest accomplishments that moved the needle at work since my last review?

²² What did I set out to do but didn’t accomplish?

²² What are my professional goals? Better, right?


²² What concerns do you have about your job?

Or these questions. Just two.

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4. ADD EMPLOYEE-FOCUSED,
VALUES-BASED ELEMENTS

Here’s how I I picked “I’m


Imagine
these two
performance
conversations: think you did. comfortable here.”

I see that! Tell me more.

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Current balance of power

EMPLOYEE

MANAGER

5. ELIMINATE WEIGHTS
AND FINAL SCORES
No summary
score! What
might happen
by removing
that final
average?

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6. MOVE FROM COMPETENCY
FOCUS TO GOALS FOCUS

Competency Focus
Goals Focus

7. GO
ONLINE
²² All your data in
one place

²² Notes and
feedback, all in
one place

²² Easy dashboards

²² Easy reports

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8. CONSIDER 360
FEEDBACK
²² Get a well-rounded perspective using peer feedback

²² Feedback can be anonymous if you like

Pat is fantastic
9.
UPDATE
to work with
YOUR
EMAILS
Pat is always willing to lend a hand! ²² Write short,
descriptive titles

²² Provide due dates

²² Include instructions

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10.FOCUS ON:
COACHING AND CONTINUAL
GROWTH AND DEVELOPMENT
Offer good tips for continual growth:

Give your full attention to the


person you are with, especially
customers. Please save
phone calls and texts
until meetings
have
concluded.

Be sure you clearly understand a


customer’s needs before proposing a
solution. Ask probing questions to verify
whether the solution you have in mind
is the best match for the customer’s
situation.

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