Blog

Checkmark to select happy wooden figure with 5 stars icon. Customer service experience rating and feedback for satisfaction product or service survey. HR chooses positive attitude person to join team.

📢 Are performance reviews dead? It's clear that organisations need to rethink their approach to performance management in order to motivate employees and encourage excellence. This is something I am grateful to have learned from my time at Netflix.&nbsp;Let me share with you three personal views:1️⃣ Regular &amp; informal coaching conversations: I believe that performance conversations should be ongoing and integrated into daily work routines. It's simply not effective to wait until the annual review to provide feedback. By fostering a culture of continuous feedback, managers can recognise good work in real time and provide guidance when needed. Transparency is critical so that employees clearly understand what is expected of them and how their performance will be evaluated.2️⃣ Leveraging strengths: Traditional performance appraisals can often focus on weaknesses, which can be demoralising for employees. Shifting the focus to recognising and leveraging strengths is more supportive and encourages employees to perform at their best. Supervisors should play a supportive role by helping employees identify their goals and providing them with the necessary resources and support to achieve them.3️⃣ Empathy and understanding: Managers should approach performance conversations with empathy and seek to understand the employee's perspective. It's important to remember that everyone has unique challenges and circumstances. By being open-minded and considering different viewpoints, managers can create a safe and inclusive environment where employees feel heard and valued.It's encouraging to see companies like GE, Deloitte and GAP taking steps to overhaul their performance management programmes. This shift towards continuous feedback and real-time appraisal isn't just a passing phase, but an ongoing trend that goes hand in hand with the changing dynamics of the modern workplace.However, it's important to realise that there are still challenges to overcome. Bias, inconsistency and time-consuming processes can hamper the effectiveness of performance management. Organisations need to address these issues by implementing fair and objective evaluation criteria, providing training for managers and using technology to streamline the process.The traditional model of performance appraisal is outdated and ineffective. Through regular, empathetic and strengths-based conversations, leaders can create a culture of continuous growth, engagement and outstanding work.&nbsp;Let's evolve and improve our performance management practises to unleash the full potential of our employees and drive organisational success!

Are Performance Reviews Dead?

Young female on online therapy with psychologist, psychotherapist

70% of companies state that coaching has had a positive impact on their business results - according to a study conducted by the International Coaching Federation (ICF)&nbsp; in 2022.⛈️ We are living times of uncertainty and rapid change, effective leadership is more important than ever. As leaders, we need to foster a culture of engagement and empowerment within our teams to successfully navigate these challenging times. Coaching skills play a central role in achieving this goal.💡𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 is a powerful tool that enables leaders to unleash the potential of their team members and create hashtag#accountability ,motivation and resilience. In case you have not heard of it before, let me share with you how the GROW model (developed by Sir John Whitmore) provides a simple and effective framework for coaching conversations:🎯𝑮𝒐𝒂𝒍𝒔: Clearly define the desired coaching outcome or goal&nbsp; 🖼️𝑹𝒆𝒂𝒍𝒊𝒕𝒚: Assess the current situation and identify any challenges or obstacles 🎨𝑶𝒑𝒕𝒊𝒐𝒏𝒔: Brainstorm a range of possible solutions or approaches 🛣️𝑾𝒊𝒍𝒍: Create a concrete action plan with specific steps and timelinesBy incorporating coaching principles into your leadership style, you can: ✅ Improve communication and collaboration ✅ Promote self-awareness and personal growth ✅ Encourage team members to take initiative and accountability ✅ Build a more resilient and adaptable team➡️If you're looking for support in developing your coaching skills and introducing a coaching culture in your organisation, The Catalyst and I can help you. With my extensive experience in leadership training and coaching, I can provide you and your organisation with the tools and resources you need to empower your team and achieve remarkable results.

Coaching: Quick Start-Up Guide

Business people in finance meeting with laptop, document report and notebook for company financial profit, strategy planning and marketing goal. Teamwork discussion and group manager KPI feedback

Ready for performance/talent review calibrations?As year-end performance reviews and “calibration season” approach in many organisations, consider taking the following steps (based on my experiences and reflections after reading the Harvard Business Review article 𝑯𝒐𝒘 𝑪𝒂𝒍𝒊𝒃𝒓𝒂𝒕𝒊𝒐𝒏 𝑴𝒆𝒆𝒕𝒊𝒏𝒈𝒔 𝑰𝒏𝒕𝒓𝒐𝒅𝒖𝒄𝒆 𝑩𝒊𝒂𝒔 𝒊𝒏 𝑷𝒆𝒓𝒇𝒐𝒓𝒎𝒂𝒏𝒄𝒆 𝑹𝒆𝒗𝒊𝒆𝒘𝒔) to ensure fairness and consistency ensure during performance appraisals:📚𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐧𝐭𝐬 𝐚𝐛𝐨𝐮𝐭 𝐛𝐢𝐚𝐬: Train everyone who participates in calibration meetings to recognise and avoid bias, for example the "prove it again" and "tightrope” bias discussed in the article🟰𝐀𝐝𝐨𝐩𝐭 𝐚 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭, 𝐞𝐯𝐢𝐝𝐞𝐧𝐜𝐞-𝐛𝐚𝐬𝐞𝐝 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐠𝐮𝐢𝐝𝐞𝐥𝐢𝐧𝐞𝐬: Standardising the criteria and asking participants to submit their assessments and evidence in writing before the meeting🆕𝐈𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐞 𝐛𝐢𝐚𝐬 𝐢𝐧𝐭𝐞𝐫𝐫𝐮𝐩𝐭𝐞𝐫𝐬: Assign individual(s) to monitor the calibration session for signs of bias and steer the conversation back to the performance criteria as needed

Blog

Are Performance Reviews Dead?

Coaching: Quick Start-Up Guide

Ready for Performance/Talent Review Calibrations?