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VIRTAAL REVIEW PROFESSIONAL

Approaching the review negatively: If you approach a performance review to criticize and make your remote employee feel awful about their mistakes, you’re doing it all wrong.Performing a sermon: In some cases, a virtual performance review turns into a full-blown manager monologue with the manager listing all the things an employee has done poorly.Here’s what you should absolutely avoid when conducting a virtual performance review. Bad virtual performance reviewsįor a remote employee, a poor performance evaluation can be discouraging and demotivating. After all, we’ve learned that virtual reviews still differ from traditional ones, so they will come with their own challenges. In the following section, I’ll focus on some key characteristics that can make or break your next virtual performance review. “One good change that some organizations have made is to have the conversational “check-ins” much more frequently so as to maintain recency, and avoid rehashing things that happened eight months ago.” What makes a virtual performance review good or bad? This often includes weekly or monthly one-on-one feedback sessions, sometimes even short emails or constant communicating via a team messaging app. Increasing employee engagement and overall satisfaction.īut, as we moved to distributed and hybrid work arrangements, managers realized that providing employees with regular feedback helps avoid “blindsiding” them at formal evaluation time and reduces the stress that usually surrounds these reviews.

VIRTAAL REVIEW PROFESSIONAL

Contributing to an employee’s professional development.Fostering better workplace relationships.Giving employees direction and purpose.Helping struggling employees overcome obstacles and improve performance.Providing useful feedback about job performance.In all work environments, virtual performance reviews play a paramount role in:

They were prepared, willing to listen, and let you be comfortable with the conversation.” Why are virtual performance reviews important? Think of a physician or other clinician who has used good bedside manner with you. Whereas you want the conversation to have good business-related information flow, take time to be human. That said, the same conversational practices and principles that enable other virtual meetings and conversations apply here as well.

Ostensibly, the only thing that’s different is that the parties aren’t together in the same room. “As with a virtual meeting (e.g., virtual staff meeting) a virtual review is simply having the same discussion via connective technology such as Zoom.

Setting goals and expectations for future performance.Īccording to Bill Catlette, Partner at Contented Cow Partners (Leadership and Workforce Advisors), virtual performance reviews aren’t that different from traditional ones:.

Identifying an employee’s strengths and weaknesses.

Performance reviews are focused on evaluating an employee’s work performance, and more specifically on: In most HR glossaries, a performance review (performance evaluation or performance appraisal) is defined as a formal evaluation in which a manager assesses their employees. Just to paint a clearer picture about performance reviews, let’s take a look at the definition. Much like on a first date, you’re being evaluated during a virtual performance review, so you take great care of your presentation.īut what makes for a successful performance review? However, if you also thought that Christina was getting ready for a date… you wouldn’t be too far off. If your first guess was that Christina was preparing for a virtual performance review, you were right!

Her manager pops up on the other side, greeting her: “Hello, Christina! Ready?”.

Christina sits up straight in her chair and joins a Google Meet call.

She puts on a nice shirt and nice pants (she doesn’t want to be caught off guard if she has to get up to take something).

She wants to avoid the impression of “trying too hard”).

She brushes her teeth and does her makeup (she aims for a natural look.

Christina takes an early-morning bath to look fresh and clean.

Final thoughts: Don’t wait for the annual performance review to give constructive feedback.

3️⃣ What can managers do after a virtual performance review?.

2️⃣ What can managers do during a virtual performance review?.1️⃣ What can managers do before conducting a virtual performance review?.Tips for conducting better virtual performance reviews.What makes a virtual performance review good or bad?.Why are virtual performance reviews important?.