A mid-year performance review is a conversation that occurs every 6 months. It provides crucial conversations sooner, aligns employees and managers, and sets performance reviews up for success. It is an excellent time to talk through how the employee is meeting- or not meeting- performance expectations and displaying workplace behaviors/core values.
Tracking tangible business efforts is crucial for achieving overall business success. Goals, KPIs, and OKRs are three major tracking methods that can be used in isolation or in tandem. Best practices for embracing goals, KPIs, and OKRs include tracking metrics at every organizational level, partnering with a reliable goals software, and including goals in performance reviews and one-on-ones.
Though the hard and fast definition of company culture has many variations, common threads are woven among them all. At its foundation, company culture is a set of shared values and behaviors that determine employee workplace interactions.
A performance management (PM) system is a process for monitoring employee work efforts in one place, including aligning goals to the organization’s mission and vision, continuous feedback practices, and employee growth and development.
Collaboration between managers and employees, creating SMART goals, tracking goals throughout the review cycle, measuring goal progress in performance reviews, and utilizing a goal management platform are the best ways to make goals/OKRs a part of performance reviews.
The success of 360 reviews is largely defined by how well an organization defines its purpose, sets the review timeline, communicates to its employees, and structures the 360 forms. This blog provides additional details on how to facilitate a review well and includes an option to download free 360 templates.
