Today’s performance reviews should be as easy to use as other remote work technologies and create an ecosystem of ongoing feedback that happens through a continuous conversation between employees, managers, colleagues, and customers.
Rather having a single annual meeting often taking place months after many of the events that are discussed during the review, performance review solutions should collect bite-sized performance data throughout the year based on regular check-ins, post-project debriefs, and
end-of-quarter summaries.
The formal meetings should spend about 30% of the time focusing on past performance and 70% of the time on goal setting and discussing future projects. This model reinforces the manager as a mentor and enables employees to discuss their career development with managers and map out a path for growth, enabling both the manager and employee to accept responsibilities for setting and reaching goals.
