With this, let’s create a performance review experience to look forward to! Try out peopleHum today to set up all these aspects and get more objectivity and control over your performance management process. Try incorporating these 5 performance review mantras in your work culture and see the difference.

In the end, performance review will become a cake walk. Encourage your team, tell them where they are going wrong, don’t give out answers, guide them, support them, be there for them when they need you. When you are a manager, your team members look up to you. We all need motivation to keep moving ahead. If you as a manager begin talking about numbers, then your team members will automatically connect an annual review with performance appraisal. The whole point of conducting performance reviews is to ensure that team members realise their strengths and weaknesses. For example, A Marketing Head may know the ins and outs of strategy but if content is not a forte, better leave it to the content head. In other words, ensure that you have the right expertise before you share your feedback for a team member. Campaign Monitor helps you gain loyal customers and manage customer journeys with best-in-class email campaign software. Consider it as a means for employee engagement, your team members will value it. Similarly, feedback must be given on a regular basis rather than waiting for ‘that time of the year’. Have you ever tried binge eating on weekdays and burning all the calories over the weekend? Of course, we know it doesn’t happen that way. Nothing more than an honest opinion will help your team of millennials to create the future of work. It is your responsibility as a manager to be as honest as possible. Someone once jokingly said, “People expect you to be honest but they don’t want to hear the truth.” Managers, let’s move on from this. Performance review - 5 mantras for managers Honesty‍

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