Seven ways to modernize performance reviews
Regular feedback and coaching are far more impactful than one big meeting a year.
If a performance review doesn’t make an impact, does it even matter that it happened? It’s fair to say that performance reviews don’t have the best reputation with managers or employees.
Employees hate them because the process either doesn’t feel organized and consistent or is so rigid that it’s clear it’s just something to mark off the compliance checklist. If managers are winging it or simply going through the required motions, employees know it.
Also, performance reviews can feel like an antiquated process. Surely, there’s a better way.
Performance appraisals add value
Performance reviews, done right, are an integral part of employee management within the credit union. As a manager, it’s your job to inspire, motivate and develop your employees. It can feel like a tall order for sure, but it doesn’t have to be. Forget about checking items off a standardized form, which is unfulfilling for both sides and unhelpful to the organization. We suggest the following ways to modernize the performance review process.
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