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