8 Keys to Improving Performance Review Process - Slide 5

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Make reviews more of an open, two-way dialogue. Open by asking employees how they think they are doing. Instead of a formal self-assessment form, encourage employees to prepare for this question by preparing a list of projects or tasks they’ve been involved with they’d like to discuss.

The reviews are in for performance reviews, and they are largely negative, as IT Business Edge’s Ann All recently wrote. Among the criticisms: Many companies do them once a year, and managers tend to base them only upon recent events rather than the entire year. They foster a competitive culture rather than a collaborative one. Focusing on individual performance de-emphasizes overall corporate performance.

With some effort, companies can make performance reviews more productive for employees, their managers and the overall organization. Click through for eight tips from Jeffrey Pfeffer, a professor of Organizational Behavior at Stanford University's Graduate School of Business; John Picoult, founder of Watermark Consulting; and Maxim Sytch and D. Scott DeRue, both assistant professors in the University of Michigan’s Stephen M. Ross School of Business.

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