{"id":4251,"date":"2024-03-12T08:16:00","date_gmt":"2024-03-12T12:16:00","guid":{"rendered":"https:\/\/primepay.com\/blog\/how-to-get-the-most-from-your-11-meetings\/"},"modified":"2025-02-10T11:44:24","modified_gmt":"2025-02-10T16:44:24","slug":"how-to-get-the-most-from-your-11-meetings","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/how-to-get-the-most-from-your-11-meetings\/","title":{"rendered":"3 Tips to Improve Your Continuous Performance Management Strategy"},"content":{"rendered":"\n<p><span style=\"font-weight: 400;\">Annual performance reviews have been a pillar of the employee experience for decades. Unfortunately, employee feedback on the process isn\u2019t glowing. A staggering <\/span><a href=\"https:\/\/www.gallup.com\/workplace\/236135\/give-performance-reviews-actually-inspire-employees.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">86% of employees <\/span><\/a><span style=\"font-weight: 400;\">aren\u2019t strongly motivated to improve their performance after annual reviews. Furthermore, 80% of people feel their company\u2019s performance management strategy isn\u2019t encouraging them to do their best work.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">It\u2019s therefore no surprise that countless organizations have thrown antiquated performance management strategies out the window, making room for the more <\/span><a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/people-managers\/pages\/ditching-the-annual-performance-review-.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">frequent and meaningful check-ins<\/span><\/a><span style=\"font-weight: 400;\"> associated with a continuous feedback loop. These companies \u2013 including Microsoft, Adobe, Deloitte, and GE \u2013 report positive results after switching, including improved productivity and innovation, reduced turnover, and increased engagement.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Don\u2019t get us wrong \u2013 year-end reviews are still important. In fact, annual performance reviews are a great way to celebrate achievements and learnings in the past year and provide <\/span><a href=\"\/blog\/holistic-approach-to-annual-performance-reviews\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">holistic feedback for employees<\/span><\/a><span style=\"font-weight: 400;\">. They just shouldn\u2019t be your only performance management strategy.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Your best bet is employing continuous performance management that combines regular check-ins and year-end reviews to support employees, reflect on learnings, and plan for the future.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Below are three ways to ensure your organization\u2019s 1:1 meetings are as positive and productive as possible for your workforce.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"jump-link-one\"><span style=\"font-weight: 400;\">1. Mandate Regularly-Scheduled Meetings&nbsp;<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Let\u2019s be honest \u2013 nothing makes the heart pound faster than an unplanned calendar invite from a superior. <\/span><i><span style=\"font-weight: 400;\">What\u2019s this about? What do I need to prepare? Am I getting fired?<\/span><\/i><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Regularly scheduled check-ins mitigate that stress and fear. And there are other benefits than just preventing spikes in cortisol levels. Regularly-scheduled 1:1s:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Protect and prioritize manager-employee time<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Give both parties time to prepare talking points\u00a0<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Help faster identification of roadblocks on projects<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Foster a stronger and more positive working relationship<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\"><strong>Note: <\/strong>Managers shouldn\u2019t have sole control over the 1:1 agenda. When each party can add talking points, both people enter the meeting prepared and confident.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"jump-link-two\"><span style=\"font-weight: 400;\">2. Establish a 1:1 Template for Your Organization<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">If you\u2019re looking to build a stronger performance management strategy, consider establishing a 1:1 template for use across your organization. By doing so, you\u2019ll:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Build a more equitable workplace.<\/b><span style=\"font-weight: 400;\"> When all managers track performance on the same scale, your data is clean and aligned for reporting. You can use these reports to help determine bonuses, promotions, and any trends across your organization.<\/span><\/li>\n\n\n\n<li><b>Provide a similar experience across teams. <\/b><span style=\"font-weight: 400;\">Your employees deserve to have a great employee experience, but that\u2019s hard to do when each team (or manager) has their own way of conducting 1:1s. If some people are having in-depth conversations while others are having 2-minute check-ins, the disparity will eventually cause frustration and distrust.<\/span><\/li>\n\n\n\n<li><b>Prompt necessary conversations. <\/b><span style=\"font-weight: 400;\">Most people struggle to give constructive feedback, even when it\u2019s necessary. The key is establishing a respectful and trusting relationship to give space for these conversations. <\/span><a href=\"https:\/\/www.gallup.com\/workplace\/249332\/harm-good-truth-performance-reviews.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Ben Wigert<\/span><\/a><span style=\"font-weight: 400;\">, author of <\/span><i><span style=\"font-weight: 400;\">Re-Engineering Performance Management<\/span><\/i><span style=\"font-weight: 400;\">, explains, \u201cAddressing sensitive topics like diversity and inclusion, pay, promotion, or under-performance are all going to feel scary if you haven&#8217;t already built up some understanding and trust.\u201d<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\"><strong>Note: <\/strong>There\u2019s a fine line between regular check-ins and micromanaging. Make sure your 1:1 template doesn\u2019t just ask about nitty-gritty project details. It should instead encompass prompts for an overarching check-in on employee wellness, sentiment, and goal progress.&nbsp;<\/span><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"1855\" height=\"955\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP.png\" alt=\"User-landing-page-goals-and-IDP\" class=\"wp-image-4753\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP.png 1855w, https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP-768x395.png 768w, https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP-1536x791.png 1536w\" sizes=\"auto, (max-width: 1855px) 100vw, 1855px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"has-text-align-center\"><a href=\"\/software\/hr\/performance-management-software-pro\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">PrimePay\u2019s Performance Management Pro<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> provides templates for managing employee performance (think check-ins, goal setting, IDPs, and 360 reviews) to keep management transparent and helpful.&nbsp;<\/span><\/i><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"jump-link-three\"><span style=\"font-weight: 400;\">3. Encourage the Discussion of Long-Term Career Goals<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Want to amplify your performance management strategy <\/span><i><span style=\"font-weight: 400;\">and<\/span><\/i><span style=\"font-weight: 400;\"> retain your people? Encourage 1:1 conversations around career aspirations.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Although many studies report that employees seek these conversations (and <\/span><a href=\"https:\/\/mitsloan.mit.edu\/ideas-made-to-matter\/to-keep-employees-focus-career-advancement\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">leave roles when they don\u2019t happen<\/span><\/a><span style=\"font-weight: 400;\">), very few managers use 1:1 meetings to discuss personal and professional goals. Talk about a massive miss regarding career mapping and the employee lifecycle.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Consider:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Including career goal prompts in your 1:1 agenda<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Encouraging managers to host quarterly review meetings that relate to career aspirations<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Offering <\/span><a href=\"\/software\/hr\/hr-lms\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">learning and development<\/span><\/a><span style=\"font-weight: 400;\"> opportunities\u00a0<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Suggesting that employees create personal goals to help develop soft skills (such as \u201creduce filler words in presentations\u201d or \u201cdevelop a better time management strategy for projects\u201d)<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\"><strong>Note: <\/strong>Hold a performance management training session for all managers. Use this time to equip managers with the right goal-setting language, walk them through the preferred 1:1 template, and share tips and tricks for successful feedback sessions.&nbsp;<\/span><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"921\" height=\"683\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/ESS-Onboarding-2_shapes.png\" alt=\"\" class=\"wp-image-3302\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/ESS-Onboarding-2_shapes.png 921w, https:\/\/primepay.com\/wp-content\/uploads\/ESS-Onboarding-2_shapes-768x570.png 768w\" sizes=\"auto, (max-width: 921px) 100vw, 921px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"has-text-align-center\"><i><span style=\"font-weight: 400;\">With <\/span><\/i><a href=\"\/software\/hr\/performance-management\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">performance management software<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, managers can track (and regularly visit) employee performance and develop plans to help them achieve their future career goals.&nbsp;<\/span><\/i><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Evolving Your Performance Management Strategy<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">If you want employees to be engaged, productive, and happy, you need structure in place to help them succeed. As you know, these policies and procedures must be routinely updated to provide the best workplace experience.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">It\u2019s therefore important to continuously evolve your performance management strategy to ensure managers and employees feel supported. Moreover, a proactive and inclusive approach creates a positive culture and motivates employees to meet their goals. Ultimately, when you offer support throughout the employee lifecycle, you create a healthier and more productive workplace.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Annual performance reviews have been a pillar of the employee experience for decades. Unfortunately, employee feedback on the process isn\u2019t glowing. A staggering 86% of employees aren\u2019t strongly motivated to improve their performance after annual reviews. Furthermore, 80% of people feel their company\u2019s performance management strategy isn\u2019t encouraging them to do their best work. It\u2019s [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":4253,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[19],"tags":[],"class_list":["post-4251","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4251","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4251"}],"version-history":[{"count":2,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4251\/revisions"}],"predecessor-version":[{"id":8412,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4251\/revisions\/8412"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/4253"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4251"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4251"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4251"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}