18 Mistakes to Avoid When Designing a Performance Review Process — Part Three of Three

Avoid disengaging your employees with a poor Performance Review experience

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This is Part Three of a Three Part Series — you can read Part One here and Part Two here.

Over the last four decades, I’ve worked with many Performance Review processes in NZ, the UK, and various industries.

What have I learned?

Performance Reviews can be inspiring or terrible.

After an inspiring review, team members have had a positive experience with their line manager. They know their goals for the year and have a development plan and a career goal.

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Conversely, terrible reviews leave employees feeling disengaged or believing that the Performance Reviews are a waste of time.

Here are six more Performance Review process mistakes for process designers to avoid:

Thirteen — Having organizational values but not including them in the Performance Review ratings