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Creating a Culture of Care, Growth, and Impact Through a Continuous Feedback Development Model

Evaluating employee performance and growth has been an established practice for decades. In the past, the purpose of these evaluations was to assess an employee’s performance over a defined period of time and use that evaluation to assess whether the employee was worthy of a promotion or financial reward (or, in some cases, termination). However, as business practices and company values have progressed over the years, it’s become important for organizations to also update their evaluation purposes and processes.


There are three main types of performance review processes organizations can follow:

Accountability Focused: This type of review places emphasis on financial rewards and punishments. It often follows an end-of-year or annual structure. The main purpose of this type of performance review is to hold people accountable for their past behavior or performance, often at the expense of improving current performance.


Development Focused: This type of review is often an employee-centric process that places emphasis on development and goals. This process uses a continuous feedback model, where employees are provided with regular, ongoing feedback.


Hybrid: A hybrid review process pulls from both the Accountability- and Development-Focused models. With this model, emphasis is placed on development and goals, feedback is ongoing and immediate, and there is some element of financial incentive/reward.


What model should I follow?

The recommended model for performance review is the Hybrid model. Why? Because the hybrid model encourages employee-centric development and helps to create a culture of growth, care, and impact.


Instead of evaluating employees, the hybrid model allows employees to develop so that they can grow into their careers.


Instead of providing feedback once or twice per year, the hybrid model empowers employees to share real-time feedback and recognition so that they can get value before it’s too late.


Instead of conducting a tedious feedback process, the hybrid model gives supervisors and managers a simple process for providing feedback that is high value and low time effort.


What does the Hybrid Model look like?

The Hybrid model follows a cyclical process with quarterly meetings, one-on-one meetings for feedback and recognition, and mid- and year-end reviews.


Quarterly Meetings

Quarterly meetings should focus on goals, impact, and growth. Each quarter, employees should have 4-6 questions that define what they should focus on and how they will make an impact on the company and/or mission. During the meetings, progress toward these goals is discussed and the goals are modified as needed to make them more meaningful. While goals and progress are a focus of these meetings, it is important to note that these goals should not be tied to compensation.


One-On-One Feedback and Recognition Meetings

One-on-one meetings should be held weekly and should be run by the employee. The purpose of these weekly meetings is to provide the employee with an opportunity to discuss pressing issues, challenges they’re facing, or creative ideas they might have; one-on-one meetings should not be a rundown of tasks or a status report. During these weekly meetings, feedback and recognition should be given.


Mid-Year Check-In Meetings

Mid-Year meetings are for the benefit of the employee. They should provide the employee with an opportunity to reflect, receive and give feedback without anything on the line. During these meetings, managers or supervisors should listen, recognize, and help the employee understand areas they can improve upon so that the employee can move forward successfully.


Year-End Review Meetings

The Year-End meetings are completed once per year, typically at the end of the year, and are usually tied to compensation. During these meetings, managers or supervisors evaluate an employee’s performance and progress throughout the year. Because of the continuous feedback provided to the employee throughout the year, there shouldn’t be any surprises at this meeting. Instead, managers and supervisors should evaluate qualitative items to assist with compensation planning and compare year over year performance.


How do I implement a hybrid model?

If your organization’s current performance management system doesn’t incorporate continuous feedback or place an emphasis on development over evaluation, then revamping your performance management processes might be a priority. And if you’re unsure of where to start, don’t worry– we can help! Our Team Performance and Development services provide you with the support you need to improve your organization’s performance management processes. From a review of your current system to assisting with the implementation of a new and improved system, we’ve got you covered. Book a free Discovery Call today to get started!


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