Teamflect’s Post

Annual performance reviews: a dreaded ritual. 😓 Embrace change with Team Roundtable Reviews! Shift the focus to collective growth, open communication, and shared success. 🌐👥 #TeamDevelopment #AgileCulture https://is.gd/e116hl

Performance reviews don't have to be a huge ordeal. Fair and accurate feedback, when delivered the right way, however, is a crucial part of keeping the needle moving in the right direction. Positive reinforcement is powerful. Keeping your finger on the pulse of the team is a must.

It's time for a reality check on performance reviews. Did you know that a whopping 95% of managers aren't happy with their evaluation systems? The problem isn't just old-school rank-and-yank methods, but also some modern approaches that miss the mark. Here's the twist: humans are hardwired for positivity. Rather than fixing weaknesses, focusing on strengths could be the secret sauce for performance reviews that actually work. Want to find out more? Check out this fascinating read on Forbes and get ready to turn those review frowns upside down! #performancereviews #performancemanagement

New year, new approach! Say goodbye to outdated performance reviews and hello to meaningful feedback in 2025 with these tips! https://lnkd.in/dnwDmdvg #PerformanceReviews #PerformanceManagement #EmployeeFeedback

🔍 𝙐𝙣𝙡𝙤𝙘𝙠 𝙋𝙚𝙖𝙠 𝙋𝙚𝙧𝙛𝙤𝙧𝙢𝙖𝙣𝙘𝙚: 𝘿𝙞𝙨𝙘𝙤𝙫𝙚𝙧 𝙃𝙤𝙬 𝙎𝙚𝙡𝙛 𝙖𝙣𝙙 𝙈𝙖𝙣𝙖𝙜𝙚𝙧 𝘼𝙨𝙨𝙚𝙨𝙨𝙢𝙚𝙣𝙩𝙨 𝙁𝙪𝙚𝙡 𝙀𝙢𝙥𝙡𝙤𝙮𝙚𝙚 𝙂𝙧𝙤𝙬𝙩𝙝! Continuous improvement is key for both employees and managers. One of the most effective ways to drive performance and personal development is through Self and Manager Assessments — a balanced approach that offers valuable insights from both perspectives. 𝟏. 𝐖𝐡𝐲 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐍𝐞𝐞𝐝 𝐒𝐞𝐥𝐟 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭𝐬: For employees, self-assessments are a powerful tool to: - 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 on achievements and areas of improvement. - 𝗦𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝗮𝗹𝘀 and take ownership of their career growth. - Gain a 𝘃𝗼𝗶𝗰𝗲 𝗶𝗻 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻𝘀, offering an opportunity to highlight efforts that might go unnoticed. - 𝗕𝗼𝗼𝘀𝘁 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 by tracking progress and seeing personal development over time. 𝟐. 𝐅𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬, 𝐈𝐭’𝐬 𝐄𝐪𝐮𝐚𝐥𝐥𝐲 𝐂𝐫𝐮𝐜𝐢𝐚𝐥: For managers, assessments provide a structured way to: - 𝗔𝗹𝗶𝗴𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗴𝗼𝗮𝗹𝘀 with organizational objectives. - Offer 𝗳𝗼𝗰𝘂𝘀𝗲𝗱, 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 that addresses not just performance, but personal growth. - Spot 𝗵𝗶𝗱𝗱𝗲𝗻 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 or areas needing improvement that employees might not recognize themselves. - Foster a culture of 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗮𝗻𝗱 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 by pairing their assessment with employee self-reflections. When combined, "Self and Manager Assessments" create a 360° view of performance, ensuring employees feel heard, while managers can guide development with clarity. This two-way feedback loop helps build trust and ensures that performance conversations are meaningful, not just routine. 𝐈𝐧 S𝐮𝐦𝐦𝐚𝐫𝐲: Whether you’re an employee looking to take charge of your career, or a manager seeking to build a high-performing team, integrating "Self and Manager Assessments" into your performance strategy is a game-changer. It’s not just about checking boxes — it’s about building a roadmap for continuous growth and success. Are you making the most out of your performance assessments? Let’s talk about how you can take your performance management to the next level! 💬 #EmployeePerformance #SelfAssessment #ManagerAssessment #ContinuousImprovement #PerformanceManagement #CareerGrowth #ZetScore

#HRmatters 𝐅𝐫𝐨𝐦 𝐀𝐧𝐧𝐮𝐚𝐥 𝐑𝐢𝐭𝐮𝐚𝐥𝐬 𝐭𝐨 𝐃𝐚𝐢𝐥𝐲 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 ! We’ve seen the evolution of performance review discussions significantly over the years from Annual Performance reviews to Half-yearly reviews to Quarterly reviews! Yet many managers struggled without the proper training to deliver effective feedback and if the employees were lucky, the conversation might touch on personal well-being Today, we've shifted to a more dynamic approach—embracing continuous feedback and regular, forward-looking conversations. One tool I’ve found invaluable in this journey is the “𝐂𝐡𝐞𝐜𝐤-𝐈𝐧 𝐜𝐚𝐥𝐥” or “𝐂𝐚𝐭𝐜𝐡-𝐔𝐩 𝐂𝐚𝐥𝐥”. These calls provide managers with opportunities to offer timely support, share feedback, and address any concerns team members may face. They can be tailored to different frequencies based on team needs—daily, weekly, monthly, or quarterly. 𝐇𝐞𝐫𝐞’𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 𝐭𝐡𝐞𝐦: ☑ 𝐖𝐞𝐞𝐤𝐥𝐲 𝐂𝐡𝐞𝐜𝐤-𝐢𝐧𝐬 Purpose: Day-to-day or weekly status updates Agenda: Tasks overview, ongoing project discussions, challenges, urgent updates, and immediate feedback. ☑ 𝐌𝐨𝐧𝐭𝐡𝐥𝐲 𝐂𝐡𝐞𝐜𝐤-𝐢𝐧𝐬 Purpose: General check-in on overall work experiences Agenda: Well-being, overall experience, what’s going well, what’s not, and support needed. ☑ 𝐐𝐮𝐚𝐫𝐭𝐞𝐫𝐥𝐲 𝐂𝐡𝐞𝐜𝐤-𝐢𝐧𝐬 Purpose: Performance and development reviews Agenda: Key achievements recognition, goal adjustments, and development opportunities. There could be many other agendas for the check-in's !  By adopting a continuous feedback approach, we foster a culture of growth and open communication, empowering our teams to thrive. I’d love to hear about how you handle your check-in meetings! 𝘐𝘧 𝘺𝘰𝘶’𝘳𝘦 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵𝘦𝘥 𝘪𝘯 𝘦𝘹𝘱𝘭𝘰𝘳𝘪𝘯𝘨 𝘯𝘦𝘸 𝘸𝘢𝘺𝘴 𝘵𝘰 𝘨𝘪𝘷𝘦 𝘦𝘧𝘧𝘦𝘤𝘵𝘪𝘷𝘦 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬 𝘰𝘳 𝘫𝘶𝘴𝘵 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘤𝘩𝘢𝘵 𝘢𝘣𝘰𝘶𝘵 𝘣𝘦𝘴𝘵 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦𝘴, 𝘧𝘦𝘦𝘭 𝘧𝘳𝘦𝘦 𝘵𝘰 𝘳𝘦𝘢𝘤𝘩 𝘰𝘶𝘵. 𝘓𝘦𝘵’𝘴 𝘤𝘰𝘯𝘯𝘦𝘤𝘵 𝘢𝘯𝘥 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘦𝘢𝘤𝘩 𝘰𝘵𝘩𝘦𝘳 𝘪𝘯 𝘦𝘯𝘩𝘢𝘯𝘤𝘪𝘯𝘨 𝘰𝘶𝘳 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩𝘦𝘴! #Leadership #HRTransformation #ContinuousFeedback

Unlock the secrets to delivering clear expectations and effective feedback in the workplace. This comprehensive blog post provides practical strategies for fostering transparent communication and promoting growth within your team. From setting clear goals to providing constructive feedback, learn how to enhance performance and drive success in your organization! Dive into the article now and empower your team with the tools they need to excel. https://lnkd.in/ewMa8FQZ 

Performance reviews are not just a one-way street; they’re a dialogue — a chance for meaningful, respectful conversations that foster growth on both sides. That means both parties need to prepare for the conversation, not just the person giving the evaluation. As someone who works primarily in teamwork, collaboration, and navigating difficult conversations, I appreciate how this article emphasizes preparation and shared engagement. Setting goals, listing accomplishments, and asking thoughtful questions are powerful steps for showing up confidently. Equally important is entering the review with a mindset of partnering to build stronger relationships. After all, the best performance reviews aren't just about evaluation — it’s about building trust, clarifying expectations, and ensuring growth for everyone on the team. #teamwork #collaboration #feedback #communication #bankers #nansense #corporatetrainer

In today’s fast-paced work environment, annual performance reviews alone can’t cut it. To thrive, employees need regular, constructive, and timely feedback. A culture of continuous feedback doesn’t just boost performance — it fosters transparency, trust, and growth. But building this culture takes intention. Here is how you can create an effective feedback loop: - Make feedback a regular part of conversations, not just a formal event. The more frequent and natural it feels, the more effective it becomes. - Equip managers and employees with the skills to give feedback that is specific, actionable, and kind. Feedback should be about growth, not criticism. - Feedback isn’t just top-down. Create safe spaces for employees to provide feedback to peers, managers, and even leadership. - Adopt platforms that facilitate real-time feedback, recognition, and follow-ups. Technology can make continuous feedback seamless and accessible. - Feedback only works when it leads to action. Show employees that their input matters by making changes and closing the loop. When feedback flows transparently, teams feel empowered, and trust deepens. At ImageKit, regular one-on-ones, team sync-ups, and a focus on open communication ensure that feedback isn’t an afterthought — it’s a daily practice. This helps our teams stay aligned, grow faster, and build trust.

Are Your Performance Conversations Building Trust or Tension? Performance management isn’t just about appraisals and KPIs—it’s about fostering meaningful conversations that align individual and team growth with organisational goals. Done well, these conversations build trust and clarity. Done poorly, they can feel like tick-box exercises, leaving employees disengaged. At Mobile Team Challenge, we believe performance management conversations should focus on: 1️⃣ Clear Expectations: Set clear roles, goals, and metrics. As Brené Brown says, “Clear is kind.” Direct, honest conversations with empathy help employees grow. Avoidance might seem easier but denies the chance for improvement. 2️⃣ Recognition and Feedback: Provide regular feedback, not just during reviews. Delayed feedback risks irrelevance and missed opportunities for growth. Ongoing conversations create trust and clarity. 3️⃣ Growth Opportunities: Use delegation to develop people. Delegating responsibilities—not just tasks—builds ownership, decision-making skills, and confidence, showing genuine investment in employees’ growth. 4️⃣ Psychological Safety: Create a space where employees feel safe to speak up and learn from mistakes. Psychological safety isn’t always comfortable but is essential for meaningful conversations and high-performing teams. It’s not just about managing performance—it’s about unlocking potential. Challenged and supported employees thrive. What strategies have you found effective in fostering impactful performance conversations? Let’s share ideas! #PerformanceManagement #Leadership #EmployeeEngagement #FeedbackCulture --- We are MTC, providing transformational courses and experiential learning products that empower teams and organisations. Our Emotionally Intelligent Leadership course equips managers to create growth-minded cultures and develop their people. 👉 If this sounds like something you and your organisation would be interested in, find out more: https://lnkd.in/eex4vYYQ See content credentials Are Your Performance Conversations Building Trust or Tension? Mobile Team Challenge Ltd (MTC Europe) on LinkedIn • 3 min read Performance management isn’t just about appraisals and KPIs—it’s about fostering meaningful, on