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The annual performance review is dead. Continuous feedback is the future for remote teams.

Holding performance conversations annually or bi-annually exacerbates the challenges of a remote company creating:

  • Managers waiting too long to deliver feedback that helps propel your business further, faster

  • Employees feel like they aren’t growing, leading to engagement and retention issues

  • A low trust relationship between employees and managers

  • Fewer performance data to inform compensation decisions, allowing bias to seep in

According to management research firm CEB, 95% of managers are dissatisfied with the way their companies conduct performance reviews but don’t know where to start to fix it.

I built this guide to:

  • Share best practices for crafting a comprehensive remote performance feedback strategy to ensure employees are set up to do their best work and teams thrive

  • Detail the three fundamental actions that successful remote managers build into their daily practice: 1:1s, continuous feedback, and performance reviews

  • Provide a step-by-step guide to design, build, implement, and iterate on the right performance review strategy for your organization

What’s included:

  • Steps to creating effective 1:1s, plus a sample 30-minute 1:1 agenda

  • Feedback frameworks that ensure feedback is specific, tied to a tangible outcome, respectful, timely, and ongoing

  • Performance review calendar, plus example self, peer, upward, and manager assessment questions

  • Performance rating scale, plus the pros and cons of using ratings

  • Talent (succession) planning questions

  • Compensation allocation example based on performance categories, plus the pros and cons of tying compensation to performance

  • Best practices for implementing and iterating on performance reviews and FAQs

While performance reviews are important, they are not effective unless embedded in a culture of continuous feedback. Regular performance conversations with each member of your team help facilitate:

  • Building a foundation of trust

  • Staying informed and aligned

  • Regularly discussing successes and areas for development so there are no surprises, come review time

  • Providing two-way feedback so we learn and grow together

  • Regularly discuss career development

By proactively adopting a continuous feedback approach and baking that into the design of your performance review process, you’re well on your way to enabling high performing teams.


After purchasing the digital product, you will be given access to the product materials through a download delivered via email. You understand and agree that the product materials may not be shared with any third party.

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