What matters is that you get the best out of your employees by using reviews to set attainable targets for them. The review period can vary from company to company-you’ll have to determine the best approach for your organization. For example, you can do a quarterly, bi-annual, or role-based review. The good thing is that alternative performance evaluation techniques have emerged. ![]() What works for them now may not work six months from now. However, 92% of employees actually favor detailed feedback from higher-ups more than once a year.īesides, annual appraisals can be unfair since an employee’s productivity fluctuates several times a year. In the past, annual performance reviews were the go-to appraisal method for most organizations. The objective is identifying an employee’s strengths and weaknesses, providing actionable feedback, and setting clear objectives for self-improvement.
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