February is “performance review” month for three of my clients.
It’s always a challenging time because you know, if you’ve ever been responsible for writing up performance reviews, they take A LOT of TIME!
It’s a big investment that for most small businesses (and it’s even worse in large corporations) does not deliver a return. And if you talk to those involved, it probably becomes a negative drain on employee morale, motivation, and engagement.
There is one reason why performance review processes don’t deliver a return on investment in most small businesses.
The reason is because few people understand the purpose for the performance review process.
But, before I can divulge the singular purpose of the performance review that you must understand, focus on, and apply when engaging in the process, I need your help.
Go here to answer the 1-question survey. When you answer the question you’ll receive my guide on The 5 Master Keys to Effective Performance Conversations.
And, you will also receive an e-mail with what I believe is the only correct answer, and it is the one that will transform your workplace into a championship performer, after you submit your answer to my survey.
’til next time, “Communicate with Power!”
