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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.

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