Everyone Gets a Three

One of the most daunting tasks for new leaders is the first annual performance review of their team. Let’s set aside the usual laundry list of reasons why annual performance reviews are ineffective including the cumbersome talent management systems used to track them, the fact that the goals were set and forgotten a year ago, and time it takes to complete the process. The most frustrating part of it all is that they really don’t matter. A colleague of mine shared her first performance review experience as a manager:

Consciously Avoiding Unconscious Bias in Performance Reviews

As the end of the year draws near, many of us are engaged in the daunting task of creating performance appraisals for our team members. Few people enjoy filling out performance reviews, and even more find the process unproductive. Yet, in most organizations, it is a required management activity and it determines which employees are penalized or rewarded for their work. Raises and promotions are often tied to performance reviews, so it’s important managers are committed to creating an accurate portrayal of their team member’s work.