In our fast-paced and dynamic work environment, we are fortunate to have a team of A-players and high achievers. These individuals thrive on learning and possess an exceptional growth mindset. At times, our workplace can be hectic and chaotic, but it’s also incredibly enjoyable. We are never bored, and we continuously evolve in every conceivable way. High achievers within our organization are always eager to gauge their performance, identify areas for growth, and overcome performance barriers. They are determined to climb the intellectual ladder, and we support them wholeheartedly.
However, we realized that traditional performance reviews were no longer suitable for our innovative team. It was time to bid farewell to outdated processes that felt as ancient as dial-up internet and laser discs.
Our Past Missteps
Previously, we thought we had an exceptional annual performance review process in place. We had meticulously crafted Google Forms questionnaires based on extensive research and historical data. Our system included organized peer reviews, printed reports, a standardized statistical framework, and even the active involvement of our CEO, Jay Feitlinger, who underwent the same review process. Despite these efforts, we discovered that our approach had significant shortcomings.
The Flaw in Our Approach
The problem with our approach became evident when we attempted to recall notes from six months ago and assess areas for improvement and accomplishments worth celebrating. It felt like ancient history, making it challenging to provide constructive feedback or acknowledge achievements effectively. Even when we transitioned to conducting reviews every six months, the issue of recall persisted. It was unfair to expect anyone to remember specific details from five months prior, and this approach failed to effectively nurture our team’s development.
Our Path to Redemption
Recognizing the need for change, we made quarterly assessments of our performance review system a priority within our organization, incorporating it into our system (Pinnacle). Embracing Radical Candor was a bit daunting, but we were determined to be direct, kind, and seize every opportunity to support our team’s growth.
The Quest for the Right Tool
To find a more effective performance review solution, Our COO, Sarah Shepard invested over 40 hours in testing, downloading, trialing, reading, and searching for the perfect tool. At times, it seemed like an insurmountable challenge. However, Sarah discovered a game-changing tool called Leapsome, which she believes has transformed our approach in ways we have yet to fully comprehend.
Stringcan’s Criteria for a Review Tool:
- Historical information retention
- Customizable questionnaires
- Recording action items and tracking progress
- Incorporating different reviewers and managers
- All-in-one system
- Outstanding customer service
Embracing a New Paradigm
Sarah’s enthusiasm for this tool and its impact on our organization is boundless. We have replaced the dreaded “performance review” terminology with “Monthly Check-Ins,” where we focus on values-based examples, innovation, and learning opportunities, as well as recognizing wins and strengths that evolve over time. Our Chief Operating Officer genuinely relishes reading these check-ins each month and witnessing the tangible growth our team members are experiencing. Our lives are changing, and we are achieving substantial gains month after month.
It’s Time for Change
It’s high time we bid farewell to outdated performance review practices. Embrace the future of performance evaluation with innovative tools that can genuinely empower your team’s growth and development.