“Think about performance reviews as an opportunity to have a strategic conversation, to align a colleague’s performance with the ultimate contribution that they’re hired to make in the organization.” – Kari Granger
For many, performance reviews are nothing more than an end of year obligation that devolves into uncomfortable conversations about performance gaps and compensation. However, if we structure them to take us step-by-step into aligning with one another in four key areas, performance reviews become a treasured opportunity for both colleagues and a huge opportunity to leverage performance toward a shared vision. Join Kari Granger and Paul Adams as they dissect how organizations can utilize performance reviews as a tool to acknowledge contribution, identify the relevant domains of evaluation, assess performance impact, and partner for future development.
In This Episode:
00:54 – Introducing today’s topic: How to Structure Performance Reviews That Are Celebrated
01:26 – Paul speaks to the nature of performance reviews
02:08 – Kari distinguishes between performance feedback and performance review
04:00 – Most common mistakes organizations make when handling performance reviews
05:18 – How Paul views performance reviews
07:39 – The way in which we think about performance reviews
12:06 – Why collaboration is key to improving performance
14:17 – The importance of aligning on the areas of performance evaluation
17:13 – Kari shares the performance review structure her organization uses
22:14 – The final stage of performance reviews: looking towards the future
23:00 – The “conversion” that happens in a true conversation
26:01 – Paul provides a powerful insight on how people relate to their performance reviews
26:43 – Practical actions we can take coming out of this episode
27:39 – The importance of treating performance reviews as a mutual partnership aimed at achieving the same goals
33:54 – Kari leaves the audience with a final piece of advice
“Studies show that thirty-five percent of performance feedback results in positive behavior modification, which means sixty-five percent of performance feedback results in neutral or negative behavior modification.” – Kari Granger
“Performance reviews are an awesome opportunity to see the contribution that you’re making in service of the greater goal or the greater outcome, or the greater vision. That, in and of itself, can be really fulfilling to people.” – Kari Granger
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LEADERSHIP IMPACT PODCAST
Our work is mosaic art. We read, study, and practice many philosophies, methodologies, and modalities of human performance, to ensure that our approach best serves our clients. We would like to acknowledge all of the thought leaders and organizations, whose ground-breaking work has influenced the Granger Network approach – especially Fernando Flores, Jim Selman, Michael C. Jensen, Julio Olalla, Pluralistic Networks, The Newfield Network, and the Strozzi Institute.
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