The manufacturing industry is facing a talent crisis, with over 70% of industry leaders finding it a top challenge in managing the production workforce. The challenges include finding talent, retaining talent, tracking performance metrics, establishing and tracking long-term goals, measuring employee engagement, and embracing core values/workplace behaviors.
Performance review calibration is a best practice observed by high-performing teams. It aims to agree on a performance evaluation standard to ensure managers choose ratings that most accurately represent the employee’s efforts.
The 360 review process gathers insights about an individual’s performance from supervisors, peers, and external stakeholders for the purposes of coaching and development. Forbes states that more than 85% of all Fortune 500 companies use the 360 degree feedback process as a cornerstone of their overall leadership development process.
ncrease employee satisfaction and performance with productive 1:1 meetings that align expectations, track progress, and keep a pulse on employee sentiment. Performance check-ins improve accountability across the organization by providing real-time visibility into completion of tasks and important coaching conversations.
Ongoing performance management leads to heightened productivity, enhanced motivation, and meeting primary objectives. Only 3% of organizations consider their performance management excellent, but 48% believe it requires improvement.
A self-evaluation improves communication between managers and employees and empowers them to take ownership of their own growth and development. This blog provides examples of informative, effective self-assessment comments that incorporate accomplishments, mistakes, challenges, goals, and peer recognition.
