I would rather know this as soon as possible, rather than having it pointed out to me at my performance review, or worse, at my exit interview.
Conduct performance reviews for employees in group.
These goals might surface in a long-term planning retreat or a yearly performance review.
Perhaps you're extra diligent when answering customer calls. You may think you're on track for a stellar performance review -- but your boss could be wondering why each call takes you so long.
That's the time to address them, not at an annual performance review.
They refuse to submit to performance reviews.
Next to perhaps a layoff, a performance review is probably the least eagerly anticipated event in the office, both for the manager and the employee.
Some managers have seen millennials break down in tears after a negative performance review and even quit their jobs.
Comparing the actual number of excellent papers produced in a city to the expected number provides something like a performance review.
People aren't objective - the performance review is supposed to an objective measure of performance.
Don't wait for performance review time.
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