Strategies and Actions

• Use a standardized format for performance reviews that covers key areas such as job knowledge, skill application, behavior, and outcomes.

• Allow employees to assess their own performance before the review. This opens the door for constructive conversations about strengths and areas for growth.

• Gather input from other team members, clients, and cross-functional collaborators to ensure a holistic evaluation.

• Ensure rewards are directly tied to measurable results, behaviors, or goal achievements.

• Don’t wait until annual reviews to give recognition.

  • Use spot awards or real-time recognition to reinforce behaviors quickly.
• Encourage peer-to-peer recognition as well as top-down.