Matt Vaadi walks through how to build performance reviews that actually work. Start by tracking metrics and setting SMART goals, then pick your review format. He recommends identifying three major annual outcomes and monitoring them quarterly, plus making sure managers have time to coach and give real feedback.
And so here are a couple other things that make sense. So as I look at these types of reviews, you know, are we tracking metrics for our teammates? Like, when I— do we have SMART goals set for them? These are things I want to consider before I decide if I want to go with a Basic, a Prime, a Freeform. What are the other metrics that are involved? So for us, as an example, as we have what we call a scorecard that complements that monthly plan and review and the quarterly assessment, So we know what the expectations are for this individual from a metrics perspective and for a goals perspective. What are the 3 big outcomes we're expecting for the year? And are we on track to achieve those outcomes or be able to achieve those outcomes? What is your organizational structure? Again, like if you're starting to look at reviews and assessments that require a ton of coaching, a ton of training, hands-on feedback, do you have the managers who are capable of doing that?
