5  Steps  to    Stellar  Year-­‐End  Reviews  

and  how  little  traditional  performance  management  helps  people  perform  at  their  best.    

Mid-­‐year  reviews  are  often  a  painful  reminder  of  how  far  apart  work  and  goals  can  drift  …

The  disconnect  creates  a  lot  of  anxiety:          

This  has  nothing  to  do  with  what  our  team  has  been  

focused  on  the  last  3  months  

Why  didn’t  we  revise  these  when  

we  changed  strategy?

How  can  I  possibly  be  measured  on  these  things  when  they  don’t  matter  

anymore?!   What’s  the  point  of  this  whole  process—it’s  so  far  removed  from  our  real  work  

% You  can’t  achieve  goals  you’ve  forgotten  or  which  are  irrelevent.      

The  traditional  performance  process  doesn’t  support  great  performance.    We  live  in  an  always-­‐on  world,  but  the  typical  approach  to  goals  is  “mostly  off”.    Chances  are  your  company’s  performance  approach  provides  you  little  value  and  plays  little  or  no  role  in  how  you  manage.    

Don’t  leave  your  performance  to  chance  (or  somebody  else).  

Take  these    

5  steps  to  more    success  and  recognition      

1    Recognize  the  power  of  goals  

Goals  are  a  prerequisite  to  success.      A  goal  is  how  you  deKine  what  you’re  striving  for  and  what  success  looks  like.  They  are  powerful  drivers  of  personal  growth,  which  accelerate  success  over  time.    

   2    Understand  the  ROI  of  demonstrated  achievement.  Make  it  easy  for  your  boss  to  advocate  for  you  by  providing  continuous  performance  facts  about  progress  on  agreed-­‐upon  goals.      Facts  make  a  huge  difference  in  employee  ranking  and  the  pay  and  promotion  pipeline  –  but  very  few  managers  are  really  disciplined  about  cataloguing  them  for  their  direct  reports.  

3  Design  goals  into  your  work  week.    

 Change  your  process—not  the  company’s—to  make  goals  a  true  part  of  your  work  and  week.  Goal-­‐driven  teams  use  Workboard  to  take  ownership  of  their  performance.      Workboard  brings  business  and  individual  goals  together  with  tools  to  manage  real-­‐time  priorities,  actions  and  tasks  on  Web  and  mobile.  Goals  and  work  are  always  connected,  wherever  you  or  your  team  are.    

 If  a  goal  is  no  longer  worth  pursuing,  change  it.  It’s  a  huge  disservice  to  you,  your  team  and  the  company  to  be  assessed  against  an  irrelevant  goal.      You  can  only  refresh  goals  when  you  realize  there’s  a  gap;  they  need  to  be  integrated  into  your  weekly  work  to  see  when  execution  priorities  and  goals  are  misaligned  then  determine  whether  the  goal  or  execution  needs  to  change.        By  resetting  and  re-­‐communicating  goals  upline  and  downline  when  change  is  necessary,  you  get  the  motivational  and  professional  beneKits.  

 

4  Refresh  goals  when  they’re  stale.  

5  Measure  success  more  frequently.    

 There’s  nothing  quite  like  the  satisfaction  of  achievement.    Set  metrics  and  milestones  in  smaller  increments  to  enjoy  that  satisfaction  more  often.    If  you’re  a  manager,  driving  toward  goals  will  become  habit  much  more  quickly  when  they’re  present  in  your  work  and  you’re  getting  frequent  satisfaction  from  progress.      

 83  

%

of  employees  say  recognition    is  more  rewarding  than  cash!  

You  don’t  go  to  work  to  fail,    so  get  serious  about  success.      

DeRine  goals,  objectives  and  metrics  for  success  then  bring  them  into  focus  in  the  work  you  do  every  week.  You’ll  enjoy  more  success,  satisfaction  and  alignment,  and  you'll  enjoy  the  year-­‐end  review  moment  even  more.  

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