The annual ance review can be a stressful experience for both managers and employees. In this video, I'll talk about some best practices to make the annual ance review a productive, fruitful, and enjoyable experience. Hello, I'm Stephen Goldberg of Optimist ance, bringing you practical tips and ideas on leadership, teamwork, and personal productivity in the workplace. If you haven't already subscribed to my channel, please do so and put a thumbs-up at the end if you liked this video. I've often spoken to managers and employees alike who say they dread the experience of going through the annual ance review, and for good reasons. Often, it's because employees don't know what to expect, and managers have not done what they need to do during the year to prepare for that annual review. Many companies, such as Deloitte, Assaulter, and even Microsoft, have done away with the annual ance review as they found that it does not contribute to the overall productivity of the organization and the employee. So, what to do instead? What I recommend, and this is in line with my recommendation to take on a coaching style of leadership, is to meet with the employee regularly to give feedback. This is different than just patting them on the back from time to time and giving positive or negative feedback. It's actually a coaching session where you get to sit down with the employee and talk about how they're doing in their job, what is being done well, what are their goals and objectives, and doing a review of what you've established, perhaps at the beginning of the year, in the annual review. Now, some companies have certain criteria to go through during an annual ance review. If they have, it's even more important to meet regularly with the employee to discuss those...
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Employee perance review sample Form: What You Should Know
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