Invigorate your Performance Reviews with Fresh thinking for Greater results

 

Sign up to download the Future Forward Conversation Guide

  • Are your reviews looking to the past or setting up for high performance?

  • What do your managers and leaders think of performance reviews?

  • What happens between your annual reviews?

  • Why do you bother having reviews at all?

Cynicism around annual performance reviews is incredibly common as they take up a lot of time and, more often than not, nothing ever happens afterwards. No one wants to waste valuable time on things that don’t deliver a return.

The most important question is 'WHY?' Why do you have them, what is their purpose? Be really clear on this; is it to set a common direction, set clear KPIs, goals and tactics, create a development plan, use as a culture and connection initiative to demonstrate commitment to clear expectations, or support ongoing development?

become future focused

Clarity and clear thinking = increased focus, commitment and results.

Find out more about how to use the Future Forward Guide by watching this quick, practical video.

If you’d like to learn more, contact us today and we’ll be happy to set up a time to chat.

performance reviews HACKS

  1. Rename the meeting from 'Performance Review' to 'Future Forward Conversation'
    Reviews or appraisals sound archaic. It’s time we treat our team as adults with a brain, and stop ‘rear vision mirror’ reviews. Let’s focus on the future and what we can change.

  2. Focus in the future
    Set together a clear direction with a Future Focus to increase clarity, motivation and results.

  3. Increase ROI with increased frequency
    Businesses today change so fast, so chances are an annual review won’t position you, your team and business to be agile with the ability pivot to capitalise on changing market conditions. We recommend, six monthly Future Forward Conversations with Quarterly Check-ins.

  4. Refresh the content – make it worthwhile
    Three key areas we recommend are within Future Forward Conversations are:

    1. Gaining feedback on the recent past, the team, environment and continuous improvement ideas

    2. Setting together Future forward goals – to provide clear expectations

    3. Developing an Individual Development plan (IDP) – Think outside the square. Move away from thinking just face to face workshops, to thinking about cross-skilling, online programmes, webinars, reading blogs, listening to podcasts and watching videos.

ABout the Leadership Collective

The Leadership Collective offers comprehensive, accelerated leadership development programmes, which have been designed based on 20 years of proven and practical experience assisting businesses and leaders throughout New Zealand and internationally grow and transform.

Our practical and transformative programmes are multi-faceted to ensure your learning delivers the best results in the quickest possible time. They are a blend of prior thinking, a three day intensive retreat, peer learning, personalised 1-on-1 coaching, and digital forums over a three month period.

If you’d like to learn more about our courses, or want to set up a consultation with Kirsten, get in touch with us today!

see what our recent participants had to say…

"Probably the best thing about the course is the expertise of the guest speakers…and recognising that leadership isn’t about you, it’s about the other people in your team.”

- Nicholas Looseley, Everybody Eats