Summary of Fearless Performance Reviews
Coaching Conversations that Turn Every Employee into a Star Player
Everyone hates performance reviews, but they can be collaborative and productive.
Performance reviews shape employees’ pay and promotions and affect their sense of self-worth. Managers detest performance reviews and have as much on the line as their staffers due to their overall responsibility for performance. The way most companies structure performance reviews brings out the worst in everybody. The more managers turn into posturing “my-way-or-the-highway” dictators, the more employees become surly, defensive obstructionists who feel threatened by evaluations they reject. Fortunately, you can take a better path to performance reviews by facilitating “performance-coaching conversations,” instead. Organizational experts Jeffrey and Linda Russell explain how to conduct performance reviews that actually improve performance. Their “fearless performance review” construct is a solid contribution to this process, even if some steps still sound a little scary. getAbstract recommends this productive path to those charged with review policy, HR professionals, and all supervisors and managers.
In this summary, you will learn
- Why employees and managers dislike conventional performance reviews
- What a “fearless performance review” is
- What benefits it delivers
- How to organize it
Comment on this summary
Contained in Knowledge Pack:
Knowledge PackPerformance ManagementInstead of dreading performance reviews, you can make them productive, personal and pleasant – well, okay, maybe not pleasant.
Customers who read this summary also read
Evan Forster and David Thomas
Prentice Hall Press, 2010
Profile Books, 2015
Wharton Digital Press, 2015
Steven R. Smith
Cambridge Hill Press, 2014