Reference no: EM131280012 , Length: 1
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Presentation Notes:
Strength understanding a team member
Course correction
See performance
Performance snapchat
4 question fast emotional questions
Designed
Second survey pulse survey depper question what employees feel about their firm team and themselves this survey
Recognize performance
Using data each dot on the scatter plot represents an individual and their aggregated weighted snapshot scores for question 1 and 2 they are
What they've learned from the designed the more the engaged the employee the more frequently team members check-in preform better
Lower engagement more of predictor of voluntary turn over than lower performance.
Strength: not playing strength and not feeling changed to grow are the leading drivers of voluntary turnover.
What they learned from the journey
It's not about the rating it's about more conversation and more data driving new culture
It takes a large team with a large network because this touches everything
It's slow and measured process of continuos invocation
One size fits all messaging
What's up with performance reviews Bridget Atkinson
The dreaded performance review
Outdated. Old news
Ineffective
Frequently only talks about technicals not behavior
Millennial want frequent feedback
Baby boomers predate annual reviews
Performance elements :
Performance skills hard skills :
Analytical skills
Energy self development
Effective communication
Interpersonal Sabah
Community improvise
Behaviors soft skills :
Corporate skills
Community skills
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