5 ways to revamp performance reviews during the pandemic

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Employees are facing new stressors. Leaders need new approaches to inspire and fairly measure performance. Everyone seems to have an opinion about performance reviews and whether they work. But most employees want feedback, according to a recent survey by employee visibility software company Prodoscore. The survey found that roughly half of respondents don’t find performance reviews helpful in measuring employee performance. On the employee side, two-thirds aren’t excited about participating in the process and about one in three said the process made them feel anxious. Read Full Story

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How COVID-19 should impact performance reviews

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When a team is remote, it can be harder to accurately measure activity and results. But that doesn’t mean regular feedback is less important. Whether it’s in a formal review or a simple weekly or monthly check-in with their manager, employees want more feedback on their performance. According to a Joblist study, nearly 60% of employees said getting feedback on a regular basis is very motivating. When a team is remote, however, it can be harder to accurately measure activity and results. Should performance reviews be put on hold during COVID-19? Read Full Story

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How to make the most of your remote performance review

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To put yourself in control of your career, you’ll need to learn how to “manage up.” Leveraging your virtual performance review is a good place to start. Since the start of the pandemic, some of my executive coaching clients have interviewed, landed new jobs, and onboarded—all without ever meeting their hiring manager in person. Learnings from these remote events can inform how to maximize another corporate staple—the performance review—which in many companies has gone virtual as well, at least for the time being. Read Full Story

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How we’re revamping our review process to be kinder on our employees

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Here are the adjustments we made to performance reviews, while prioritizing employees’ well-being and emotional stamina. Entering 2020, my company, a video marketing firm, announced major changes to our HR systems, processes, and calendar. The team wanted our HR operating system to be more predictable and align better with our overall operating system. This meant introducing a semi-annual performance review cycle, moving everyone onto one fall compensation review cycle, and spreading out other HR activities to better support the business cycle. Read Full Story

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6 experts on why performance reviews may be a thing of the past

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The annual performance review may finally be dead. Executives at Intel, Udemy, Nintex, and Keystone Partners on how their companies have shifted away from this formality and embraced processes that work now. For Fast Company’ s Shape of Tomorrow series , we’re asking business leaders to share their inside perspective on how the COVID-19 era is transforming their industries. Here’s what’s been lost—and what could be gained—in the new world order . Read Full Story

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5 smart tips to help you excel at remote performance reviews

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As a manager, awareness is an absolute key to running a successful operation with remote teams. Here are five things to consider. Performance management requires a lot of planning and attention, so that everyone in an organization can benefit from it, including employees working remotely. Now more than ever, leaders need to focus on adapting and altering their processes to fit a new normal of working from home. Read Full Story

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The secret reason you did (or did not) get a raise

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An employment law attorney and data scientist says the scary truth most of the time is that managers use their discretion and subjectively value performance differently. Think back to the last time you received an adjustment to your compensation. Were you told that it was because of your performance? Or that it was because you “exceeded expectations” in 360 peer reviews? Did you assume that HR applied deliberate math, sound methodologies, and calibrated results fairly and consistently across the organization to come to those conclusions? Read Full Story

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The pandemic changed how we evaluate success. This is what to stick with

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Rather than fixating on certain metrics, look at your team’s approaches to communication and complex thinking processes. As coronavirus was unleashed across the world in early 2020, Facebook did something unprecedented: It gave its employees a break. For the first half of the year, the tech giant granted each of its 45,000 full-time staffers an “exceeds expectations” performance review rating, ensuring they all got $1,000 bonuses . Google, for its part, skipped its midyear reviews altogether, and in the fall, promoted twice as many people as it usually does. Read Full Story

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