The Annual Performance Review

Let’s Play Some One-on-One: The Annual Performance Review

Magnifying glass focusing on the word

Each year many managers meet one-on-one with their employees to conduct a formal performance evaluation. However, many businesses and governments, managers, and employees struggle with annual performance review systems and processes. Research indicates that some companies have disbanded conducting annual performance reviews altogether and in other cases managers avoid or struggle to have this important one-on-one conversation. Don’t get caught off guard! This session will discuss ways you can step forward and initiate a conversation so it’s a win-win for both you and your manager.

This session will:

  • Encourage administrative professionals to have more frequent (quarterly, monthly, or even weekly) one-on-one check-ins with their immediate manager to discuss successes, performance, and challenges. These more frequent focused conversations by design can offer timely recognition of accomplishments and strengths, as well as, to discuss developmental areas.
  • Examine three areas for administrative professionals to better prepare for meaningful discussions related to their performance by focusing on: 1) Aligning Expectations, 2) Professional Development, and 3) Personal Development.
  • Inspire administrative professionals to focus on creating a career plan that will assist in advancing the annual performance review conversation to be forward thinking vs. a reflective discussion about past results.
  • Encourage administrative professionals to have a candid conversation with their manager about workstation and office needs, resources, and what additional support is needed throughout the year by their manager and/or employer to meet and/or exceed performance expectations.

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