What if you could find an easier way to align individual and organizational goals to make the performance appraisal process more rewarding for everyone?

We’ve all been there… Leading uninspired performance reviews that drag well beyond their allotted time, filled with generic feedback and checkboxes. And whether they drag on or not, they rarely leave the invested individuals with a sense of opportunity or pride. 

But what if your performance management process could be a more positive experience, one that would boost employee engagement and drive real business results? The truth is, in today’s competitive business environment, maximizing individual and organizational potential isn’t just a nice-to-have… it’s essential to the success of your business.

Here are three critical elements that could substantially improve your performance appraisals: 

1.  Align individual goals with organizational strategy

No more feeling disconnected from the bigger picture. Help employees understand how their work contributes to organizational success.

2.  Focus on development, not just evaluation

Stay focused on fostering open communication and find coaching opportunities to help employees reach their full potential.

3.  Make performance reviews a collaborative effort

Supervisors and employees should work together to set clear expectations and then track progress.

I’m sure you can imagine the impact of engaging motivated employees in aligned conversations that yield high value outcomes. But is it really that simple? 

Well, yes and no. In reality, it will require a level of rigor and follow-through on your part. Frankly, knowing what’s vital, and insisting on the three critical factors listed above, is half the battle. 

Want help getting started? Download a free PDF copy of our DYNAMIC PERFORMANCE APPRAISAL™ Workbook. This 16-page process guide provides the forms you’ll need, a structured scoring system, and even some strategic guidance on setting it all up.

And you don’t have to go it on your own. Drop me an email at joe@ajstrategy.com. We’ll set up some time to talk about your implementation. 

Whether you build it yourself or reach out for our assistance, I look forward to helping you win big on Performance Management.