3 ways to make annual reviews suck less (especially for remote employees)
Curated from: fastcompany.com
Ideas, facts & insights covering these topics:
4 ideas
·231 reads
2
Explore the World's Best Ideas
Join today and uncover 100+ curated journeys from 50+ topics. Unlock access to our mobile app with extensive features.
Performance reviews
Performance reviews are more difficult today, as some employees work entirely from home, others come to the office, and still others work a hybrid of the two.
Employers and employees may face three challenges:
- Familiarity gap
- Fewer observations
- One review to rule them all
While performance reviews will be a drag for many workers, they should be fair and not put anyone at a disadvantage.
5
77 reads
Familiarity gap
Creating a connection with your boss is one of the biggest challenges.
Research shows the more familiar we are with people, the more we tend to like them. Employees who share the same physical space as their managers will have more opportunities to interact with them, giving them an advantage over a peer who works remotely.
To even the playing field, employers can schedule short check-ins with remote workers throughout the day or create always-on chatrooms that all workers can use to communicate with supervisors.
5
55 reads
Fewer observations
The most accurate performance ratings are based on observable behaviours rather than subjective evaluations of traits. For example, the trait "creativity" cannot be defined.
Shifting the focus of performance appraisal from behaviours to results ensures that managers do not have to worry about being unable to observe their direct reports on the job. In turn, employees can decide how they will complete their assigned tasks by being accountable only for the end result.
5
51 reads
One review to rule them all
Performance reviews based on results may not work for every job. For example, evaluating a teacher based solely on student test scores, since environmental factors such as poverty or lack of support may also play a part.
It is vital to use only one type of review system to create fairness for all. If judging on results doesn’t work, an organization could try a behaviour-based system but revise it so that it doesn’t favour employees working in the office.
5
48 reads
IDEAS CURATED BY
Timothy Moore's ideas are part of this journey:
Learn more about leadershipandmanagement with this collection
The importance of innovation
The power of perseverance
How to think big and take risks
Related collections
Similar ideas
6 ideas
5 Ways to Make Your Remote Team Feel Connected
business.com
6 ideas
5 Ways to Stay Happy + Healthy at Work
yogajournal.com
Read & Learn
20x Faster
without
deepstash
with
deepstash
with
deepstash
Personalized microlearning
—
100+ Learning Journeys
—
Access to 200,000+ ideas
—
Access to the mobile app
—
Unlimited idea saving
—
—
Unlimited history
—
—
Unlimited listening to ideas
—
—
Downloading & offline access
—
—
Supercharge your mind with one idea per day
Enter your email and spend 1 minute every day to learn something new.
I agree to receive email updates