Give and get feedback

Traditionally, performance management was built around a formal annual review process that felt more like a report card -- a measurement of past actions with little thought to encouraging future success or satisfaction.

The new generation of performance management recognizes that employee contribution is tightly linked to employee satisfaction and has responded by moving toward a less formal, ongoing approach that includes:

  • continuous employee feedback and coaching
  • employee recognition from peers and managers
  • focusing on the smaller tasks and skill development that lead to achievement of long-term goals and employee growth
  • ongoing, regular performance conversations between managers and employees
This section covers these topics:
  • Give feedback about how you're feeling using the Pulse portlet
  • Give impressions to colleagues
  • Have a check-in (1:1 meeting)
  • Request feedback from a colleague