Clear, open, and candid conversations should be had regularly with your reports—way more often than once a year. They shouldn’t just happen on the fly, though. Real-time feedback is important, but only if everyone on the team feels they can contribute, not just “management.” By establishing that each person has both a stake and a voice in the review process, your people will feel empowered to express their honest opinions.
The Performance Review is Dead. Long Live the Performance Review
- Resource Type: Link
- Tags: learning organisations, organisational development