[Part 1] ManageBetter's Comprehensive Guide to Performance Reviews: Setting the Stage

As November approaches, the performance review season brings a mix of emotions for managers and HR professionals. But what if this year could be different?

Welcome to our 6-part series designed to transform your performance review process into a tool for team growth and alignment. We'll help you minimize pain points and maximize effectiveness, ensuring your team meets objectives and boosts morale.

We'll cover topics such as:

1. Setting clear expectations and aligning goals

2. Implementing effective feedback systems

3. Preparing managers and employees for productive reviews

4. Using data to inform fair and objective evaluations

We'll also show how your ManageBetter subscription, your AI-powered performance management system, supports each step.

Establishing Clear Performance Expectations

Teams thrive on clarity and purpose. Here’s how to set the stage:

For Both Managers and HR

• Define role responsibilities and performance metrics for each position

• Ensure expectations align with team and organizational goals

• Document and share expectations in an accessible format

Additional HR Responsibilities

• Develop job descriptions and performance criteria across the organization

• Create templates and guidelines for managers to use when setting expectations

• Provide training on setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals

Best Practice

Conduct expectation-setting meetings at the start of each performance cycle or when an employee takes on a new role.

Challenge

Ensuring consistency in expectations across teams and departments.

ManageBetter in Action

Use ManageBetter to set performance expectations. Our goal feature helps create, assign, and track objectives. We add this information to reviews and craft feedback, improving relevance. Need ideas? Our AI suggests goals based on job titles.

Aligning Individual Goals with Organizational Objectives

The OKR framework creates a line from individual contributions to company success. A study by Betterworks found that 69% of companies using OKRs reported improved alignment.

For Managers

• Familiarize yourself with the organization's OKRs

• Work with team members to create OKRs that support team and company objectives

• Review and adjust OKRs as needed

For HR

• Implement an OKR framework across the organization

• Provide training and resources on OKR setting and tracking

• Ensure alignment between departmental and company OKRs

Best Practice

Use a cascading approach to OKRs, starting from company objectives down to individual goals.

Challenge

Maintaining OKR flexibility while ensuring alignment with changing business priorities.

ManageBetter in Action

Use ManageBetter's OKR alignment feature to check if employees' OKRs sync with yours. We'll identify discrepancies and use AI to suggest adjustments and realignment.

Implementing Continuous Feedback Systems

Annual reviews are out; continuous feedback is in. Check-ins keep performance on track and prevent surprises. Gallup found that employees receiving daily feedback are 3 times more likely to be engaged than those receiving annual feedback. And Deloitte reports that 83% of companies using continuous performance management see higher employee engagement compared to those with annual reviews.

For Both Managers and HR

• Implement a system for check-ins

• Encourage feedback on performance or behaviors

• Foster dialogue during 1:1s

Additional HR Responsibilities

• Develop guidelines for feedback conversations

• Implement tools for feedback and performance tracking

• Monitor adoption and effectiveness of feedback practices

Best Practice

Use formal and informal feedback channels to create a culture of communication.

Challenge

Ensuring that feedback is given and documented across all levels of the organization.

ManageBetter in Action

Every Friday, reflect on employee performance using ManageBetter. Add feedback, notes, and goals, then review insights to prepare for 1:1s. Drowning in paperwork? Our "no writing" feedback system makes it 250% faster to record feedback.

Conclusion

Performance management hinges on three elements:

1. Clear expectations

2. Aligned goals

3. Feedback

By implementing these, you create a foundation for growth, engagement, and success across your organization. Remember, the goal is to foster communication and alignment, not just assessments.

Next in our series: How documentation and data drive evaluations.