How can we take the burden out of the performance review process? In this episode of ICommunicate, MindsetGo President Mark Altman dives into the topic of performance reviews. If we’re assigned to give the reviews, how can we maximize their effectiveness and avoid resentment from the person we’re reviewing?

Segment 1:

What prevents a leader from giving effective performance reviews? Is our feedback and evaluation process feeding into a negative review experience? It starts with word choice. How can word choice and emotional agility transform our performance review strategy and results?

Segment 2:

Why do we have rating systems in performance reviews? What’s the point of a 1-5 scale if we can’t agree on what goes into it? How can we install a rating system that’s fair for both the leader and the employee? What are the best ways to get to the root causes of why an employee is struggling in certain areas?

Segment 3:

How can we proactively set expectations to ensure performance reviews don’t blindside anyone? What’s the key to preventing conflict, as opposed to resolving conflict? Why are misinterpretation, hurt feelings and resentment so common when it comes to performance reviews, especially surrounding compensation?

Segment 4:

Why do you care what your team members think of you? What is a “360” review process and why has it transformed these interactions for the better? How can we be more receptive to feedback? How can being more receptive to feedback transform our attitude and productivity?