Max Roman’s Post

Did you know that performance reviews got their start during World War I? I was having a conversation with my friend Max Roman recently about performance reviews. Yes, this is a thing that I talk to friends about. I swear I’m still fun at parties. Usually these are friends who work in startups and technology. He left me with a quote comparing performance reviews to the capitalist system and I knew I needed to incorporate it into my latest FishmanAF Newsletter Hot Take Alert: Performance Reviews. Having gone through ~20 years of performance reviews as an individual contributor, a “line manager” and an executive I wholeheartedly agree with this statement. Performance reviews are kind of like OKRs - we’ve adopted them in startups and tech companies but we don’t really know why or how we got here. In today's newsletter I unpack: 🔥 The ~100 year history of performance reviews 🔥 Why they're problematic and not all that helpful 🔥 What else we can do instead of what we've always done I identify five problems with our current performance review system: - They take way too long to complete - They're "lumpy" and full of recency bias - They are infrequent - They look backwards more than forwards - They're coupled with promotion, compensation and career advancement And I also suggest six solutions: - Introducing leveling archetypes and a "this, not that" system - Increasing the frequency - Focusing on the future - Decoupling from compensation - Customization based on project and employee lifecycle - Specificity Read today's newsletter for my take on performance reviews. Link below.

Sometimes the hardest part is convincing the team that it's for their benefit as well... See how you can go about educating your team on the positive aspects of performance management.

🌟 Mastering the Art of Awesome Performance Reviews, when done right, can propel both employees and organizations to new heights! 🌆 A few tips that I think would help even as we read through the awesome article from #hbr: 1️⃣ Clear Goals: Set crystal-clear objectives for your team. Clarity breeds success. 2️⃣ Regular Check-Ins: Don't save feedback for a once-a-year showdown. Embrace ongoing, constructive conversations. 3️⃣ Celebrate Wins: Highlight achievements like a champ! Positive vibes fuel motivation. 4️⃣ Constructive Feedback: Be a problem-solver. Specific, actionable criticism leads to growth. 5️⃣ Two-Way Talk: Make it a dialogue, not a monologue. Valuable insights flow both ways. 6️⃣ Data-Driven Insights: Numbers never lie. Back your feedback with measurable data. 7️⃣ Growth Plans: Cultivate personal development strategies. Success is a journey. 8️⃣ Appreciate Effort: Recognize the grind. A little appreciation goes a long way. 9️⃣ Future Focus: Set sights on the horizon. Discuss aspirations and pathways forward. 🔁 Feedback Loop: Keep the conversation alive post-review. Progress is a continuous process. In a world where growth and collaboration reign supreme, these performance review hacks are your secret weapons! Unlock success, one review at a time. Share your thoughts and let's create a workplace where everyone soars! 🚀🌟 #PerformanceReviewTips #CareerSuccess #FeedbackCulture #ProfessionalGrowth #LinkedInTips #hr #peoplemanagement

🚀Week 4 in the Nurchr series: Performance Management 💼 Below we delve into a crucial yet often underestimated aspect of building thriving start-ups and emerging businesses: Performance Management. 📈 It's not uncommon for Start-up and Scale-up companies to prioritise product development, marketing, and funding, inadvertently sidelining the importance of a robust performance management process. However, let's remember that the heart of any successful venture beats within the efforts of its dedicated team. 🤝 🎯𝗖𝗹𝗲𝗮𝗿 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Inadequate performance management can cast shadows over employee engagement and motivation. Without clear performance expectations, your team will struggle to understand their roles fully. By setting precise goals and defining the path to achievement, you're not only enhancing clarity but also inspiring a sense of purpose. 📣 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸, 𝘁𝗵𝗲 𝗙𝘂𝗲𝗹 𝗼𝗳 𝗚𝗿𝗼𝘄𝘁𝗵: Constructive feedback is the cornerstone of improvement. In the hustle of start-up/scale-up life, regular feedback sessions might seem like a time-consuming luxury. However, these interactions are investments in your team's growth. Timely, specific feedback nurtures a culture of continuous learning and development. 🏆 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴: Everyone thrives on acknowledgment. Employees work tirelessly, juggling responsibilities and pushing boundaries. Acknowledging their contributions publicly not only boosts their morale but also cultivates a positive environment. Remember, a motivated team propels your start-up/scale-up forward. 🌟 𝗗𝗶𝗺𝗶𝗻𝗶𝘀𝗵𝗲𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲, 𝗗𝗶𝗺𝗶𝗻𝗶𝘀𝗵𝗲𝗱 𝗗𝗿𝗲𝗮𝗺𝘀: Disengagement and demotivation are silent culprits that can hinder progress. When employees feel disconnected due to a lack of effective performance management, the overall business performance can suffer. Addressing this aspect early on is vital for the long-term success of your venture. 🤔 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗮𝗻𝗱 𝗔𝗰𝘁: As you reflect on your journey, take a moment to evaluate your performance management strategy. Are your expectations clear? Is feedback a regular visitor in your team's routine? Are achievements celebrated? It's never too late to pivot and empower your team further. Prioritise performance management and create an ecosystem where innovation and growth flourish hand in hand. 👥 #Nurchr #PerformanceManagement #StartUpSuccess #ScaleUpSuccess #GrowthMindset

🚀 Shifting Focus to Growth: Rethinking Annual Performance Reviews 🚀 Performance reviews can be so much more than a way to further personal career goals. They COULD enable your org to overcome blockers and help individuals reach new heights. Here’s how: Talk About It More Often 💬 Annual reviews aren't enough in today's fast-paced world. Embrace frequent 360-degree feedback, sharing live examples for immediate improvement. Prioritize psychological safety for honest, constructive feedback, fostering a collaborative culture.    Change the Focus of the Process 💡 Shift from a forced process to enabling your team. Remove obstacles, promote experimentation, and link performance to learning and development. Leverage on-the-job experiences for skill growth, aligning performance with self-improvement.    Impact on Culture Matters 🌟 Avoid toxic competition by highlighting team achievements over individual rankings. Reconsider external monetary rewards – focus on intrinsic motivation, purpose, and collaboration. Reward collective success, and link incentives to overall business performance.    By doing these three things, you’ll be well on your way to making annual performance reviews a constructive part of your org. Join the conversation and share your thoughts on reshaping performance reviews and compensation in the comments below.  Let's drive meaningful change together!  💬👇 #PerformanceReviews #EmployeeGrowth #WorkplaceCulture 

Annual Performance Reviews Just Don't Cut It. ❌ If an Annual Performance Review is your MAIN tool of feedback, then you've failed as a manager. Here’s why: 🔁 Feedback Should Be a Continuous Loop, Not an Annual Event: In a startup, a year is a lifetime. Technologies evolve, market dynamics shift, and customer preferences change. Continuous, real-time feedback keeps everyone aligned and adaptable to change. 🌱 Growth Is Non-Linear: The personal and professional growth of team members doesn't fit neatly into annual cycles. To foster development, feedback must be timely and relevant to what each team member is currently working on. This way, it becomes a tool for immediate improvement and learning, not just a mere evaluation. 🤝 Building a Culture of Trust and Open Communication: Annual reviews often feel like a top-down judgment, which can be intimidating and counterproductive. Frequent and informal check-ins cultivate an environment where feedback is part of everyday work life, encouraging open dialogue and trust. This is where true innovation and collaboration thrive. I've seen firsthand how transforming my feedback approach has ignited creativity, collaboration, and growth through a weekly or bi-weekly 1 on 1. Let's rethink feedback. Let's do it now. #StartupJourney #RethinkFeedback #AgileManagement

Imagine performance reviews that actually drive insight and valuable conversations! Here's how we upgraded our performance review module to facilitate exactly that. Go on, give it a read. #PerformanceReviews #FeedbackCulture

A lot of companies don’t get performance reviews right. In fact, some companies are doing away with formal performance reviews entirely because of the damage they can cause. I’ve often heard clients share their experiences with workplaces that really show their toxicity when performance reviews roll around. They receive criticism that was never even hinted at before, are compared to their peers, or are given vague feedback that leaves them demotivated and confused. Performance reviews are often created with templates and rushed out. But they should be highly personalized and prepared and delivered with sensitivity. A performance review shouldn’t be used as an opportunity to get everything you’ve noticed out in the open in one conversation. Instead, they should function more like a recap of the conversations you’ve had over the past few months—and be used to provide specific examples of how someone succeeded, or where there may be room for improvement. Have you been on the receiving end of a poorly delivered performance review? Did those experiences help you with your own feedback delivery? Let me know! 👇

"Performance reviews aren't just about past mistakes – they're also a golden ticket for future growth." Let’s face it, performance reviews can be daunting. Both managers and employees may cringe at the thought. But what if we shifted our perspective? Instead of emphasizing weaknesses or pointing out shortfalls, imagine focusing on strengths. Understand that employees excel when they engage with tasks they enjoy. The motivation to improve comes naturally when we tap into their interests and capabilities. Consider these two questions for your next performance review discussion: 1. Where did we leverage your strengths? 2. Where did we engage your weaknesses? By acknowledging where employees shine, we direct them towards an atmosphere of engagement and growth. This shift in focus not only motivates your team but also maximizes their productivity. Remember, it's not about fixing gaps, it's about empowering your team to grow from their strengths. And yes, it's okay to address weaknesses, but we should never let them overshadow the strengths. If you got value from this, please follow me! I write daily about engineering management, team dynamics, and processes needed to build engaged and successful teams. #EngineeringManagement #PerformanceReviews #StrengthsFocus #EmployeeEngagement ----------------------------------- Check out the full article at https://lnkd.in/gvruQehY

🚀 Exciting Changes in Performance Reviews! 🌈 With changing trends, performance reviews have also changed over time. I have seen a significant difference in the last 5 years. From doing it on Excel sheets in a room with just the manager and the employee, we have now moved to a high-tech spectacle that makes the old Excel version look like a relic from the workplace Jurassic era! Transitioning from the term "appraisals," we now refer to them as the Performance Review process. In my journey, I've gleaned valuable insights for ensuring a successful performance review, and here are some key takeaways: 1️⃣ Continuous Feedback Loops 🔄: No more waiting a whole year! Now, we give and get feedback all the time. It helps us get better at our jobs every day. 2️⃣ Data-Driven Insights 📊: Instead of just guessing, we use cool technology to look at facts and numbers. This way, we make fair and accurate decisions about how well someone is doing at work. 3️⃣ 360-Degree Feedback 🔄: Now, it's not just the boss talking. We ask friends, team members, and others for their thoughts. This way, we see the whole picture and work together better. 4️⃣ Skills Are in the Spotlight 🎯: We focus on the specific things that make us good at our jobs. It helps us grow and stay awesome in the fast-changing world of work. 5️⃣ Personalized Development Plans 🚀: No more one-size-fits-all plans! Now, we make plans that help each person do their best. It's like having a roadmap for success! 6️⃣ Managerial Feedback Mastery 🌐 🔄: This trend places special emphasis on collecting comprehensive feedback for leaders. Cultivating an environment where managers not only give feedback but actively seek and embrace it ensures a two-way street of growth. Happy to hear your thoughts on the same 🌟 💬 #performancereviews #WorkplaceWins #TeamSuccess