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The Midyear Review Takes On More Weight

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Alanah Throop Jul 14, 2010 2:41 PM GMT Hey Jena,Thank you for this great post - it has some wonderful content! Everything you mentioned is right on. The midyear review is always something everyone dreads. However, if that's all the face time you get with your boss then we need it! But why does it have to be once or twice a year? John Gregory Vincent’s comment was right on – improvement will not happen with a meeting once a year, daily interactions are necessary. In these economic times, money is tight and bosses are busy – everyone can understand that. So why not use something like Rypple (http://rypple.com) to make personal and companywide success easier on everyone. Rypple is social software that makes feedback and coaching easy and fun. It allows a manager to unite his/her team with easy alignment and action tracking. Performance reviews don’t have to be a do or die experience. If a company still feels the need to have them, there should be no surprises – feedback should be given continuously throughout the year. Money does not have to be the key objective of the review – professional growth and development should come first. Thanks for the post! Excited to read more of your content!
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Jake Nov 24, 2009 1:44 AM GMT Employers are sure abusing the employee review process to make employees cower in their boots.
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John Gregory Vincent Jul 3, 2009 2:34 AM GMT Neither quarterly, mid year or annual reviews develop talent or improve accountability. These critical areas are maximized by daily interaction. At best reviews are formal checks along the way.There is no substitute for engaged, consistent management.
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Mandy Cat Jun 30, 2009 6:29 PM GMT The review process in my last company (last ever, I hope) turned into a complete farce several years before I left. They had purchased a hugely expensive and complicated software package at the behest of their soon-to-be-ex-HR-manager. As implemented by our own VP in the Information Technology Division, we spent hours and hours every January dreaming up individual goals for ourselves. Most of our suggestions were batted right back at us with the comment "But that's just part of your job." Silly us, we thought that what we should be judged on, while what Mr. VP apparently wanted was a series of extra credit projects. Oh, and no two people on the same team could have the same extra credit project so quite a lot of our goal setting time was spent horse trading with each other to divvy out the goals fairly.It was useless, costly and insulting.
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Breda Jun 28, 2009 6:47 PM GMT Reality check Chinese man, China is quickly losing the American consumer. With out mutual respect and success no country can depend on another for wealth.
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Chuck Gaffney Jun 28, 2009 4:21 PM GMT That image is priceless. It really shows that a J.O.B (Jackass Of Boss) is nothing but cubicle slavery. Learn to use your hobbies, talents, the internet, and your contacts to run own business and fire your boss; that'll give them enough space to switch their staff around. I'm not saying don't strive for a good job, eventhough "good job" is an oxymoron, but use what ever money you can grab from your job to free yourself from them. Just look at this article, isn't anyone else offended on how a job takes away your dignity?
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john Jun 28, 2009 1:31 PM GMT Great article from WSJournal in regards to performance reviews...http://online.wsj.com/article/SB122426318874844933.html
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Richard Meyer Jun 27, 2009 1:53 PM GMT Employees are quickly learning that to employers they are nothing more than a body to fill a chair and even with a great performance they can be called into a room and told that their jobs no longer exist. Employers want the best from employees but treat them poorly with 1-3% raises..sales are down share the pain and you don't get a bonus..sales are up our executives get big bonuses while you get a thank you.To win hearts and minds employers have to show employees that they truly care about them and treat them as people rather than assets and liabilities.
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Terri Moulton Jun 26, 2009 6:51 PM GMT This article is critical for those managers who are trying to motivate their employees to "do more with less." I have found that folks are eager to please and appreciative of any constructive input that they receive when their manager can help them not only to acknowledge their successes over the past six months, but also to help the employee let go of any self-limiting beliefs that may be getting in their way. There is only so much mental and emotional capacity to offer in one work day, and, most employees' plates are full. Often challenging for managers who are digging deep to sustain their own morale and sense of achievement, those who are able to "get excited" about more frequent reviews and to truly take the time to coach their employess from the past to a more exciting future, will surely increase their odds of "doing more with less."
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