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Annual Performance Reviews Should be the Icing not the Cake

How did your annual review go? Oh...

How did your annual review go? Oh…

We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):

  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

A boss’ main job is fostering high productivity within the team for which he or she is responsible. Limiting in-depth feedback on performance is a criminal dereliction of duty that somehow is perpetrated by thousands of managers every year. This must stop!

On the other hand, eliminating a formal annual review that stamps an official seal of approval on twelve months of performance has a use for an organization that needs to document progress, or its lack, whether to justify merit increases to pay or for other reasons.

Making the annual review the icing on the cake, as a slightly more formal “check in” that can wrap up the year, is a very important move that every organization should make.

Here is an article that presents a less draconian view: Fix the annual performance review so that it achieves its objective of raising productivity, by making it the culmination of an ongoing review process supported by objective KPIs that are measured continually.

(Caveat: This last article was written by an HR software vendor, and we don’t recommend jumping right to software to solve what is really a leadership mindset issue. Purchasing software can indeed mask the real problem: Managers who have not yet been taught how to lead effectively!)

We will say this about software, however: If it can remove the burden of actually writing annual reviews by making them drag-and-drop processes (using input already in an employee’s data file), then the software might just be a great boon to all managers everywhere!

Has your organization moved to a more continual performance review process? How has it been structured? Has it delivered on its promise to take the pain out of performance reviews? How could that goal be best achieved?

 

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
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  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
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  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

When Motivating Employees, Do Words Get In the Way?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Temporary Project Teams Need Scaffolding to Work Well

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

To Manage or To Lead – That is the Question

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Break Conversational Habits to Break Out of Ruts

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Schedule that “Thirdly Review”!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Make Spring Fever a Productive Force at Work

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Change Happens Inside Out – Driven By Middle Managers

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How Quickly Does Your Culture Sub-Optimize New Talent?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How Do You Fix a Jerk at Work?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

More Grist for the “Why Are Employees Not Engaged” Chat Mill

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Tips for Kicking Off 2015

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement Must Address Professional and Personal Performance Factors

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

2014 is Done – Time to Kick-Start January

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Defend Human Development Investments Strategically

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Be Great to Work With

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leaders Must Still Manage. You Don’t Get Off That Hook!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

It Takes Time to Change Employee Habits – And Lots of Support.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Recognition – Easy to Say, Hard (it seems) to Do

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Misguided Advice from Monster about Aspiring to a Leadership Role

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Master the Art of Questioning (and Listening) to Better Raise Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Kick-Start Your Team’s Productivity Push for Autumn

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Asking Silly Questions Makes You Smarter

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement is Personal, So Personalize Your Approach

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leaders: Spend More Time Leading People and Less Time Doing Stuff

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Take Steps to Run Better Meetings – Walk While You Talk

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement is Really Simple – But Does Take Energy and Focus

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Great Leaders See Themselves as Others See Them – And Engage Better

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Reset Your Leadership Mindset for the Next Six Months

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Great Leaders Make Life Better for Their Followers

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Defend No Process – Defend the Mission Against Old Processes

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How to Maintain Workplace Productivity During the Summer Vacation Season

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

As a leader, you will get angry – How you handle that anger is critical to team productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Middle Managers Can All Lead – If You Show Them How

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Never Assume: Pursuit of Truth Makes Decision-Making Better

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

The Last Mile of Employee Engagement is the Hardest to Travel

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

We Love the Energizing Month of May

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Transformational Leadership Skill Spring Shape-Up

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Toyota Agrees: Machines Don’t Innovate – People Do.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Development Gaps Expose a Lack of Strategic Commitment

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

“Overnight” Organizational Change Takes Great Long-Term Leadership

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Does Your Online Presence Promote You?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leaders Don’t Pick Winners: Develop All of Your Team Members

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Lessons for the Ides of March

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Our Foundations of Excellence Refresher

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Great Conversations Build Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

i4cp Research Isolates Six Key Employee Engagement Factors

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Tap Untapped Talent You Have Already Hired

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Each Great Leader is Unique, But They All Engage

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Resources We Rely On for New Ideas about Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Machines Don’t Innovate: People Do.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Hide From Your Manager to Get More Done!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Quotes to Get Your Mind Set for February

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Why Does Leadership Development Fail to Create Great Leaders?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Lessons from Scrooge and the Grinch

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

A Culture of Agility Requires a Commitment to the Pursuit of Truth

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Lean Manufacturing Demands Fully Engaged Employees

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Rob Markey of Bain and Co.: Employee Engagement Rocks!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Flexible Job Schedules Can Win Employee Loyalty

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement a Strategic HR Imperative for 2014

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

The Paradox of Employee Engagement: It Works Yet Few Companies Try

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Remember Veterans on Veterans Day with a Heartfelt Thank You

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Defuse the Gunpowder Barrel with Sustained Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How Pessimists Keep Optimists in the Black

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Gallup Employee Engagement Results Not Budging

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Stop Being Nice at Work? Not So Fast!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Three Leadership Tasks That Unleash Team Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

What Prevents Teamwork From Adding Value?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How Can You Make a Vacation From Work Truly Stress-Free?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Have Employees Track Their Own Successes to Raise Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

A Quick Cost/Benefit Analysis of Employee Training and Development

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Participates in 2013 CLO Forum

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Labor Day in the U.S.: A Connection to Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Great Employee Engagement Starts by Asking a Lot of Questions

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Inspiration for a Hot Day in August

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement Remains Elusive: You Are the Problem and the Solution

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

More Thoughts on the Great Value of Middle Management Leadership Training

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Working from Home Does Raise Employee Engagement, if Done the Right Way

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Define leadership more broadly. Anyone can lead, at any level.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Engaged Employees Accumulate Business Acumen

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Presents Dole Case Study at HR Star Conference

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Build a Corporate Culture that Embraces Change

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Happy Independence Day

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

CEOs Must Foster Culture Based on People – Not Process

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Gallup Confirms the American Worker Remains Unengaged

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Is it possible to be overworked and underutilized?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Create Great Leaders in Your Organization

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Retain Talent by Fostering Professional and Personal Growth

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Starts with Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

When Should You Micromanage Employees?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership in Public Management

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Time to Rehire Yourself?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Of Lollipops and Leadership

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Why We Love May at Bovo-Tighe

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Are Millennials Really Different About Job-Hopping?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe and Harvard Business School Are On the Same Page

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Lessons on Leadership from Britain’s Royal Navy

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Raise the Meaning Quotient for Employees to Raise Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employees Can Only Manage Their Time if the Organization Lets Them

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Goal Alignment Takes Work and Communication that Counts

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Our Philosophy about the Pursuit of Truth Includes Your Health

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Three Key Drivers of Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

March Madness is a Leadership Moment

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Tales from Top People – Courtesy of LinkedIn

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Marissa Mayer Should Focus on Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Drop Your Information Filters to Boost Engagement with Fellow Employees

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

More Thoughts on How to Engage Employees

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Quotes that make you think – Are you open to the truths you need to hear?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Passion at Work: Nurturing it Starts the First Day of Employment

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Summer Thoughts on the Pursuit of Truth

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Stop Hating Meetings: Fix Them Yourself!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

101 Steps Towards Better Leadership

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Transformational vs. Transactional Leadership: A Worthy Distinction

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

The Cure for Bad Meetings: Pay Attention and Contribute!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Caring for Your Employees Unlocks Great Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership Behavior Can Stifle Productivity – Even Unintentionally

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership: Its Trappings Lead Good People Astray

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Information Underload: Bad for Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Zen and the Pursuit of Truth at Work

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Client News: Shell Sets Record for Deepest Oil and Gas Well

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Client Newsletter – November 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Dumb Things Bosses Do

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Dumb Things Bosses Do

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Client Newsletter October 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Steve Jobs: A Born Visionary Who Learned to be a Leader

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Do You Know All the Facets of Employee Engagement?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Coaching for Senior Executives Must Come Up From Subordinates

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe’s September Client Newsletter – 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Client Newsletter – Summer 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Presenting at the National Property Management Association Annual Education Seminar

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe connects with the HR community at the HR Star Conference

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Book Review: How to be Happy, Dammit!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Client Newsletter June 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

One-Foot-Out-the-Door Disease is Bad for Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How best to make leadership training truly work? Never stop!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Leadership: It all starts with you

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe Newsletter May 2011

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe at the Offshore Technology Conference

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Irrational Decision-Making: Embrace the Human Factor!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Performance Management Needs to Recover its Mojo

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Talent Management: All agree we need it. Few act on it.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Influence Competence: Effective Employee Engagement Skills Under a New Name

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Talent Management: How It Helps With Crisis Management

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement: Have you thought about ice cream?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Tasked with Corporate Training? Seek Outside Help

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe explores Kazakh Psychologies of Achievement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Corporate Cultures: Bottom-up change is best.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Are people truly your company’s best asset? Can you prove it?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Pay-For-Performance versus Full Engagement

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

On Leadership: Would you work for yourself?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Employee Engagement is simply the Foundation for Excellence

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Why doesn’t employee training work better?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Change Management: The entire organization needs to participate

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Fostering Innovation: HR Must Lead the Way

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

About that left brain-right brain split: It doesn’t happen.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

With Leadership Development: Are We Smarter that Fifth-Graders?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Bovo-Tighe’s January 2011 Client Newsletter

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Performance Reviews done well require great communication.

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

No One Was Ever Motivated by a Meeting

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

No One Ever Improved by Having Their “Performance Reviewed Annually”

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Meetings That Rock!

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Corporate Mission Statements die on Plaques

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

Inhibit Intellectual Growth and Innovation in Your Company

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

How to incorrectly use ‘Management By Objectives’

[caption id="attachment_1053" align="alignright" width="218"]How did your annual review go? Oh... How did your annual review go? Oh...[/caption] We are on record (at least twice) for favoring the continual performance review as a critical part of building a more engaged, productive workforce. The benefits of eliminating the annual review as the primary vehicle for delivering a critique of an employee’s performance are multiple (here is a link to just one of the many online rants on the subject):
  • Seeking areas of improvement do not wait for up to twelve months before getting attention.
  • The opportunity to deepen the relationship between boss and employee by making performance improvement a day-to-day joint effort is unparalleled in its impact on employee engagement and improving performance quickly.
  • The “burden” of writing, delivering and responding to an annual performance review is transformed into a confirmation and “stamp of approval” on all the performance achievements and challenges that have already been discussed and dealt with as a team.

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