Performance reviews raise anxiety for both the manager and employee. Here's a bit of good news--it doesn't have to be that gut-wrenching. With careful preparation and planning, performance reviews can be productive, morale boosting, and rewarding.
According to the Bureau of Labor Statistics, there were 2.7 million individuals who quit their job in February, 2015. Surprisingly, the largest increases came in the professional and business services sector and health care and social assistance.
Running a successful small business has many components that must run in sync. I think we can all agree that one of the most important advantages of any small business is its people. When the workforce is in tune the business can flourish.
What began as a staple of corporate process persists decades later as a rather unexamined policy. Why do we still use this antiquated method of collecting information and evaluating employee performance?
I would frequently do exit interviews with professional staff who resigned to take jobs elsewhere and was often astounded by some of the things I heard. "Did you ever mention this to anyone?" I would ask. Almost always the answer was no.
So, should we have fun in business? I think so. All research points to happy employees being productive employees. I haven't seen any research that specifically looks at the amount of laughter emanating from corporate offices, though.
Incentives matter and cultures shift over time. Hard-won operational changes like modifying performance reviews may not be sexy, but the results can be profound. And when it's the world's largest retailer changing its buying criteria, the ripples will likely be felt around the world.
Managers, listen up: stop making your employees quit -- you're not doing the unemployment rate a favor, after all. Switch up your leadership style and stop watching your best employees walk away. Here's how
At its core, employees need to walk away from their evaluation understanding what effect their past behavior has had on the business and also, what they can do going forward to ensure they continue contributing to their own growth as well as to that of the company's.