Page 2 - The Leadership Line: December 2022

Review Timeline

As 2022 concludes, it’s time to start preparing for the Annual Performance Review
cycle. Now with many employees working from home, performance reviews can look
and feel a little different. Managers still need to give feedback to their employees,
despite not seeing them as often. While performance reviews can be stressful, they
play a great role in engagement and the overall employee experience, and we wanted
to take a moment to pass along a few friendly reminders regarding the process.

Here’s a recap of the timeline:
» 12/19 – Employee’s self-evaluation is due
» 1/13 – Manager’s submission of team member’s evaluation is due
» 1/30 – Manager’s review meeting with team member is due
» 1/31 – Employee acknowledgment of review is due

The review looks back, assessing the employee’s performance since the last review. The annual performance review
includes a written evaluation of your employee’s work performance and a one-on-one conversation to discuss the
evaluation.
Managers often panic about summarizing and commenting on people’s performance during reviews, but the truth
is, nothing you cover in the annual meeting should be new information. Rather, you should track your employees’
goals and give them feedback throughout the year.
Good performance management is a continuous, positive collaboration between you and your employees all year
round. It can make your job a lot easier and help you build a high-functioning, productive team if your feedback and
coaching are consistent.
If you haven’t been consistent with your feedback, it’s never too late to start.

Learning Opportunities

» EAP Manager Newsletter
» This month’s Mental Health Skill Building Webinar: Advanced Mindset
» Get inspired on ways to improve your work and like in the new year

December 15, 2022 | 3pm EST: Register here!

Common Rating Errors

1. Attribution Bias – Thinking poor performance is the employee’s fault and superior
performance is a result of the manager only.
2. Central tendency – Playing it safe and giving a midpoint score.
3. Contrast Effect – Comparing an employee’s performance relative to the previous
evaluation.
4. First Impression – Ignoring or distorting subsequent information to avoid changing the
initial positive or negative judgement.