ActionCOACH ONE’s Post

I came across a post today that called for all employees to state the thing they hate the most about their workplace. While a few comments carried the day with fun one comment stood out to me: "I hate performance review meetings because it feels like a moment of being stripped down, fighting to survive and fighting to prove my worth." Having experienced performance reviews firsthand, I can attest that the commentors experience is a factual reality for some. Today, I just want to speak to all supervisors because they are the reason performance reviews are despised. It is important as a supervisor to always remember that performance review is a powerful tool that is focused on ensuring an employees and organisations growth. Based on this, it is an error to undertake performance review and leave an employee feeling otherwise. While I still have your attention below are some of the things you do during staff performance review, that hinder the desired outcome and leave an employee demotivated. a. Engaging a staff member under review in a combative manner. b. Fostering a culture that turns the organisation into a survival for the fittest jungle. c. Reviewing a staff member with preconceived negative notions and, in some instances, an attitude of vengeance. d. Attacking instead of providing constructive feedback that focuses on key objectives. I believe it is important for supervisors to reassess their understanding of what performance reviews are truly about. By employing best practices and approaches, they can ensure that these reviews achieve their intended outcomes. Please stop using these monthly, quarterly, or yearly activities as an opportunity to frustrate staff you dislike or to vent your own stress. ''It is a growth discussion process not a fighting ring'' Share your story if your brave enough 🤣. How many knock-outs so far in the name of performance reviews? 😁 #performancereview #individualperformance #overallperformance

Performance Improvement Plan, or PIP, is a scary term for most employees. To many, being part of PIP means you're not doing your job up to satisfactory and you're on your way out the door. But to the rest, it's an opportunity to identify that you might not be suitable for the role that you're in, and it's for you and your manager to determine, whether you can enhance your skills to fit the job, or another role is better suited for you. Unfortunately, even with best efforts, both employee and employer might not align on the goal, eventually resulting the two parting ways. Letting go of an employee (be it the employee resigning or actually letting go of the employee) is painful, at least to me. It takes time, effort and investments to train up an employee, letting them grow, letting them make mistakes, giving chances after chances for them show themselves, giving them feedback (lots of them), and to finally put them under PIP and eventually resulting in their departure, the end result is painful and its a huge loss of opportunity. On top of that, the employee feels the pain and frustration of investing their time and career in a company, to eventually leave the company in "not so good" terms. We try to avoid it, but it happens to any manager. My view is, the most challenging part of a manager (at any level) is to hire correct (based on skillset, experience, chemistry, softskills), and to decide whether the person is well suited during confirmation. If the employee is, great. If the employee isn't, well its better to make the call there (extending probation is also an option). It may sound harsh, but isn't it worse by kicking the can down the street, just so that the manager doesn't have to deal with the guilt? Wouldn't it be better to explain well why the employee is not suited for the team, so they he/she can find a better work opportunity? (The above is strictly my personal take on managing people and I do understand that people should be groomed and given proper training to excel in their jobs. What I stated above is after all options are exhausted and the last option is PIP.)

NEW BLOG POST: From “Performance Reviews” to “Check-ins”: Why it’s More Than Just a Name Change Industry jargon can become confusing 🤔 when someone throws a new word into the mix. If you’ve heard fellow managers tossing around the term “performance check-ins” you might just think they’re trying to sound more relevant in changing times ⏳. However, there’s more to performance check-ins than a new term for performance reviews. In fact, they’re actually two very different things 🔄. It’s a good idea to illustrate the difference between the two to help determine where each falls into your team member assessment and career planning routine. 🖱️Click below to read the rest. #PerformanceCheckIns #PerformanceReviews #HRInnovation #TeamDevelopment #LeadershipGrowth #OutsourcedHR #FocusHRBiz

Managing underperformance effectively requires more than simply pointing out weaknesses and telling people to do better. You have to find ways to help unlock people's potential and when you notice the improvement, you have to keep the momentum going. Take the time to develop an action plan with your team. This will encourage your employees to improve and ultimately meet the company's goals. Learn more ways to motivate people who are under-performing: https://bit.ly/3UMBKUT What strategies have you found effective in turning around underperformance? Tell us in the comments. #TeamDevelopment #StellarSelect #HighPerformingTeams #Recruitment

3 Things To Prepare Before A Performance Review https://lnkd.in/dJ2nSnZP May be helpful for employees who are meeting their managers for half yearly performance review .

A big part of any performance review is feedback. You get to share your insights with your manager about improving the workplace. At the same time, they can provide insights into what you're doing well and what talents you need to work on. Approaching this conversation with the right mindset is crucial. We share the exact steps to take in our latest blog post here.-> https://lnkd.in/eH7DG5AB The Recruiting Office - Bringing Talent & Opportunity Together! #Career plan #job description #performance review #performance appraisal #feedback

A big part of any performance review is feedback. You get to share your insights with your manager about improving the workplace. At the same time, they can provide insights into what you're doing well and what talents you need to work on. Approaching this conversation with the right mindset is crucial. We share the exact steps to take in our latest blog post here.-> https://lnkd.in/eNFGGTDE The Recruiting Office - Bringing Talent & Opportunity Together! #Career plan #job description #performance review #performance appraisal #feedback

These days, performance reviews are getting a bad rap. They're described as "awful," "harmful," and getting "more stressful." This is understandable. No one wants to feel that their entire body of achievement at work across a year can be summarized in a few paragraphs or with a handful of adjectives that might not do justice to all the effort they put in. But these reviews can also deliver big benefits. They can help managers discover employees' strengths and areas for improvement, and recommend development opportunities. Striking a balance between ongoing feedback and focused performance evaluations is pivotal in enhancing the employee experience. Regular feedback provides immediate insights into team dynamics and individual performance, allowing for quick adjustments and continuous growth. On the other hand, detailed performance reviews offer a comprehensive analysis of an employee's contributions over time, paving the way for strategic development and career progression. At Excel Partners, we understand that emphasizing both methods can help organizations maintain a pulse on immediate needs while also planning for long-term success. Click below to learn more about integrating ongoing feedback and targeted evaluations into your business strategy. #EmployeeExperience #PerformanceReviews #StaffingIndustry #StaffingSolutions #CTRecruiting

NEW BLOG POST: From “Performance Reviews” to “Check-ins”: Why it’s More Than Just a Name Change Industry jargon can become confusing 🤔 when someone throws a new word into the mix. If you’ve heard fellow managers tossing around the term “performance check-ins” you might just think they’re trying to sound more relevant in changing times ⏳. However, there’s more to performance check-ins than a new term for performance reviews. In fact, they’re actually two very different things 🔄. It’s a good idea to illustrate the difference between the two to help determine where each falls into your team member assessment and career planning routine. 🖱️Click below to read the rest. #PerformanceCheckIns #PerformanceReviews #HRInnovation #TeamDevelopment #LeadershipGrowth #OutsourcedHR #FocusHRBiz

Managing Performance Appraisals: Addressing Disgruntled Employees – Gossip Mongers and Silent Quitters Performance appraisals often stir mixed emotions, particularly among employees who feel dissatisfied with their evaluations. Among these are gossip mongers and silent quitters, whose discontent stems from their dissatisfaction with performance reviews. Gossip Mongers: These employees are often vocal about their dissatisfaction, using gossip to express their frustration. Their behavior can undermine team morale and create a toxic work environment. In performance appraisals, it's essential to address their discontent directly but with empathy. Discuss specific incidents where their actions have negatively impacted the team and emphasize the importance of maintaining a constructive atmosphere. Encourage them to redirect their communication skills toward positive contributions, such as leading team-building activities or mentoring others, helping them feel more valued and engaged. Silent Quitters: In contrast, silent quitters internalize their dissatisfaction, quietly disengaging from their work. Their performance may decline, but they continue to meet the minimum requirements to avoid drawing attention. For these employees, appraisals should focus on uncovering the root causes of their discontent. They may feel unrecognized, underutilized, or disconnected from the company’s goals. Instead of merely critiquing their performance, use the review as an opportunity to re-engage them by aligning their tasks with their strengths, providing new challenges, or involving them in projects that resonate with their interests. Understanding the underlying reasons for dissatisfaction and tailoring your approach accordingly can transform the appraisal process from a source of frustration into a platform for growth and renewal. By addressing these issues, you can foster a healthier, more engaged workplace. How do you handle such challenges during appraisals? Share your thoughts! #PerformanceManagement #HRStrategy #EmployeeEngagement #Leadership #WorkplaceCulture