The way we do performance reviews is broken. The usual yearly cycle doesn’t work and it just ends up de-motivating everyone involved.
But it doesn’t have to be like this.
Learn how my team improved how we review performance, while continuing to fit within our company's traditional processes.
4. I’ve noticed that performance reviews can cause...
● Objectives and goals to be forgotten
● Disruption for team members and managers
● Anxiety
● De-motivation
● Are not very “agile”
8. What we changed (with a lot of inspiration from Atlassian)
● Monthly, aligned, themed check-in sessions between team member and their
manager
● Short term objectives
● A performance score every month rather than twice a year
● Team members scored themselves before the sessions
Timely, bite sized, chunks for performance feedback
9. Timeline
Jan June July Dec
Love
&
Loathe
Focus
Areas
C
heckin
360
Perspective
R
em
oving
Barriers
C
areerLong
Term
360
Perspective
C
heckin
Love
&
Loathe
Focus
Areas
C
heckin
C
areerLong
Term