{"id":4289,"date":"2024-01-05T14:26:00","date_gmt":"2024-01-05T19:26:00","guid":{"rendered":"https:\/\/primepay.com\/blog\/holistic-approach-to-annual-performance-reviews\/"},"modified":"2025-04-17T09:52:27","modified_gmt":"2025-04-17T13:52:27","slug":"holistic-approach-to-annual-performance-reviews","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/holistic-approach-to-annual-performance-reviews\/","title":{"rendered":"Beyond the Numbers: A Holistic Approach to Annual Performance Reviews"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Are you making changes to your performance management? If so, you\u2019re in the majority \u2013 <\/span><a href=\"https:\/\/www.gartner.com\/smarterwithgartner\/corporate-hr-removing-performance-ratings-is-unlikely-to-improve-performance\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">81% of HR leaders<\/span><\/a><span style=\"font-weight: 400;\"> are overhauling their current strategy to make conversations more meaningful, accurate, and fair.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This statistic comes as no surprise, as in recent years the role and focus of HR have shifted from being more process-focused to being people-focused. And since HR teams own and transform various policies (such as <\/span><a href=\"\/blog\/measuring-dei-for-hiring\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">DEI<\/span><\/a><span style=\"font-weight: 400;\">, parental leave, and workplace flexibility), it makes sense that performance management is in line for a refresh.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To create an employee-centric approach to annual performance reviews, embrace a holistic strategy to empower your people, drive employee engagement, and create a productive organization.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">4 Steps to Hosting Holistic Performance Conversations<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Many companies conduct <\/span><a href=\"\/blog\/performance-reviews-best-practices\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">annual performance reviews<\/span><\/a><span style=\"font-weight: 400;\"> to evaluate their employees\u2019 performance over the past year. These reviews:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Highlight successes<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Pinpoint areas that require enhancement<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Form the cornerstone for setting goals and addressing weaknesses<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Align individual objectives with those of the company<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Many people associate these meetings with metrics and appraisals, as performance reports provide an opportunity to evaluate successes, identify improvement areas, and set future goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, there&#8217;s a deeper narrative that often goes unexplored. How do employees interact with colleagues? Navigate problems? Model company values?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you use a holistic approach to year-end performance reviews \u2013 acknowledging soft skills, gathering feedback from multiple sources, and providing continued support \u2013 you signal to employees that you care about them as growing professionals and people.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So whether you\u2019re building a new process or revamping your current performance management strategy, below are four steps to promote a holistic approach to year-end reviews.<\/span><\/p>\n<h3 id=\"&quot;jump-link-one\"><span style=\"font-weight: 400;\">1. Determine and Communicate Your Year-End Review Strategy<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">What\u2019s an <\/span><a href=\"https:\/\/www.15five.com\/research\/reviewing-the-performance-review\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">HR leader\u2019s number one concern<\/span><\/a><span style=\"font-weight: 400;\"> regarding performance reviews? You&#8217;d be right if you guessed ensuring the process was fair and equitable.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s because equitable year-end reviews aren\u2019t just about doing the right thing but also creating a culture of trust, <\/span><span style=\"font-weight: 400;\">transparency<\/span><span style=\"font-weight: 400;\">, and consistency across the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are many ways to work towards conducting fair performance reporting, and many aspects start with the foundations of your performance strategy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Consider:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Who is doing the actual reviewing. <\/b><span style=\"font-weight: 400;\">Some organizations opt for manager-only feedback, while others (<\/span><a href=\"https:\/\/www.shortform.com\/blog\/360-degree-assessment\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">like Netflix)<\/span><\/a><span style=\"font-weight: 400;\"> use 360 reviews, where peers also review their teammates.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>When reviews take place.<\/b><span style=\"font-weight: 400;\"> While the most common option is the year-end performance review, some companies prefer discussing employees\u2019 current performance on work anniversaries. Others go one step further and schedule <\/span><a href=\"https:\/\/www.linkedin.com\/pulse\/why-your-employee-performance-reviews-should-quarterly-\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">quarterly performance reviews<\/span><\/a><span style=\"font-weight: 400;\"> in addition to annual ones, citing that routine checks provide more timely and actionable feedback.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>How you will train managers.<\/b><span style=\"font-weight: 400;\"> Numerous studies prove that managers make or break an employee\u2019s experience, and it\u2019s no different when it comes to performance reviews. Unfortunately, only <\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/the-fairness-factor-in-performance-management\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">30% of direct reports<\/span><\/a><span style=\"font-weight: 400;\"> think their manager is a good coach, so it\u2019s essential to equip managers with the proper training to support their team.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>What performance technology to use.<\/b><span style=\"font-weight: 400;\"> Hopefully, manually organizing and filing individual employee folders is a distant memory for you. Not only is using <\/span><a href=\"\/software\/hr\/performance-management\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">performance management technology<\/span><\/a><span style=\"font-weight: 400;\"> more efficient, but it can also positively <\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/the-fairness-factor-in-performance-management\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">affect perceptions of fairness<\/span><\/a><span style=\"font-weight: 400;\">. Choose a tool that not only houses your employee data but also allows you to run reports to slice and dice your data to ensure equitable performance decisions (like raises, bonuses, and promotions). <\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b style=\"font-size: 1em;\">How you\u2019ll communicate your decision.<\/b><span style=\"font-weight: 400;\"> However (and whenever) you choose to host performance reviews, it\u2019s best to share these processes frequently with employees so that everyone knows what to expect and the process runs as smoothly as possible.<\/span><\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-3301\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP_shapes1.png\" alt=\"User-landing-page-goals-and-IDP_shapes1\" width=\"1200\" height=\"700\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP_shapes1.png 1200w, https:\/\/primepay.com\/wp-content\/uploads\/User-landing-page-goals-and-IDP_shapes1-768x448.png 768w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<p style=\"text-align: center;\"><i><span style=\"font-weight: 400;\">Keep your year-end reviews and performance reports in one place for a more organized and efficient performance review experience.<\/span><\/i><\/p>\n<h3 id=\"&quot;jump-link-two\"><span style=\"font-weight: 400;\">2. Include Soft Skills in Your Evaluations<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Evaluating employees\u2019 past and current performance is essential to the review process. However, many performance conversations focus solely on data, so you may not be tapping into your people\u2019s maximum potential.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s because focusing on soft skills and personal growth will also help teams succeed in communication, collaboration, and time management. Furthermore, holistic performance reporting helps recognize employee strengths and areas for advancement and encourages managers to provide specific feedback to foster overall employee growth.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Consider incorporating the following soft skills into your performance reporting for a more holistic review of employees:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Teamwork and collaboration:<\/b> <i><span style=\"font-weight: 400;\">Does the employee willingly assist others? Do they consistently work toward team objectives?<\/span><\/i> <i><span style=\"font-weight: 400;\">Are they proactive collaborators?<\/span><\/i><span style=\"font-weight: 400;\"> Because cooperation and collaboration are integral to any successful organization, evaluating employees\u2019 willingness and attitude towards teamwork and collaboration is helpful.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Problem-solving abilities:<\/b> <i><span style=\"font-weight: 400;\">Does the employee actively engage in problem-solving conversations or wait for a colleague to present a solution?<\/span><\/i><span style=\"font-weight: 400;\"> Note that practical evaluation of problem-solving skills involves assessing a range of criteria (including analytical thinking, creativity, problem identification, and solution development), so there are a lot of possibilities to weave this topic into your year-end reviews.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reliability and time management: <\/b><i><span style=\"font-weight: 400;\">Does the employee meet deadlines and maintain their schedule? Can you rely on them to complete a task? Will they ask for help along the way if needed? <\/span><\/i><span style=\"font-weight: 400;\">A strong performance in this area usually means high productivity and completion of goals. But more than that, reliable employees also help <\/span><a href=\"https:\/\/www.careeraddict.com\/the-importance-of-reliability-at-work\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">build trust with others and model a preferred work ethic<\/span><\/a><span style=\"font-weight: 400;\">. On the other hand, poor reliability and time management adversely impact team performance, leading to delays in project completion and decreased productivity.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Lastly \u2013 but perhaps most importantly \u2013 <\/span><b>\u00a0<\/b><span style=\"font-weight: 400;\">is the <\/span><b>embodiment of company values<\/b><span style=\"font-weight: 400;\">. Your company values shouldn\u2019t be an afterthought but <\/span><a href=\"https:\/\/www.charthop.com\/resources\/blog\/best-practices\/how-to-design-company-values-that-your-team-will-actually-use\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">guiding principles<\/span><\/a><span style=\"font-weight: 400;\"> as to how your organization and people act and make decisions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sharon Rusinowitz, Director of Content Marketing at ChartHop, explains how her organization has embraced this concept for its quarterly performance reviews. She explains: \u201cOur company values are front and center in everything we do, including performance reviews. We use our values as a lens to measure performance, which helps ensure consistency across the entire organization and keeps everyone aligned to our company culture. For example, we do this by highlighting areas of strength and improvement based on our values. This framework is helpful to me as a manager because it provides both me and my team with clarity around what we&#8217;re looking for and it offers consistent direction over time.\u201d<\/span><\/p>\n<h3 id=\"&quot;jump-link-three\"><span style=\"font-weight: 400;\">3. Encourage Well-Rounded Plans for the Future<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">There\u2019s a reason many companies hold year-end reviews in late Q4 or early Q1. Besides everyone being in the goal-setting spirit (hello, New Year\u2019s Resolutions), it\u2019s easier to create individual plans while the company is rolling out its own vision.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When creating holistic plans, these conversations must encourage employees\u2019 personal and professional growth. For well-rounded discussions, managers should:<\/span><\/p>\n<ul>\n<li><b>Celebrate wins and strong performance areas. <\/b><span style=\"font-weight: 400;\">This aspect is a norm for annual performance reviews, but there\u2019s no need for these wins just to be data-driven. Instead, consider adding other wins \u2013 such as recognizing strong cross-departmental collaboration \u2013 that added to the employee&#8217;s success. These conversations are easy to build on and will help create a plan for continued success.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reflect on previous goals. <\/b><span style=\"font-weight: 400;\">When pinpointing growth areas, it\u2019s important to first consider the actual goal at hand. At Whitebox Real Estate, president and co-founder <\/span><a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/spring-2023\/pages\/the-problem-with-performance-reviews.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Grant Pruitt<\/span><\/a><span style=\"font-weight: 400;\"> uses quarterly performance reviews to dig into goals progress and completion. He wants employees to use this time to reflect and ask questions such as: \u201cWas it an achievable goal? Realistic? If it was, then what do we need to do to make sure we don\u2019t miss it next time?\u201d Ultimately, this collaborative approach to goal setting fosters a culture of transparency and mutual growth and will benefit teams, managers, and individual employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Encourage stretch goals.<\/b><span style=\"font-weight: 400;\"> It\u2019s important to align individual goals with company objectives, but it\u2019s also critical for employees to set <\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/the-fairness-factor-in-performance-management\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">\u201cstretch goals that build on their strengths and passions.\u201d<\/span><\/a><span style=\"font-weight: 400;\"> Stretch goals can be specific to performance \u2013 such as closing X deals a quarter \u2013 or more personal, such as creating an organization system for files and other downloaded assets.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Discuss long-term career goals. <\/b><span style=\"font-weight: 400;\">In addition to determining OKRs for the next quarter or year, managers should also inquire about employees\u2019 long-term career goals. Over at Deloitte, a <\/span><span style=\"font-weight: 400;\">senior manager<\/span><span style=\"font-weight: 400;\"> notes her recent shift from focusing on OKRs and day-to-day tasks to weaving in the development piece when she checks in with her direct reports. She explains: \u201cI\u2019m [now] taking the time, even if it\u2019s just ten minutes, to talk about their personal development, what\u2019s happening with their goals, with their strategic initiatives in terms of where their careers want to go.\u201d<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Offer opportunities for professional growth.<\/b><span style=\"font-weight: 400;\"> According to a <\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">2022 McKinsey study<\/span><\/a><span style=\"font-weight: 400;\">, the top reason people left a job was the lack of career development and advancement. Thus, to <\/span><span style=\"font-weight: 400;\">retain your people<\/span><span style=\"font-weight: 400;\"> and create an ideal employee experience, it\u2019s best to offer frequent opportunities for your employees to grow. Consider offering learning stipends, hosting speakers, or providing classes targeted to employee goals.\u00a0<\/span><\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-4290\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/learning-e1704464088652.png\" alt=\"\" width=\"1920\" height=\"950\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/learning-e1704464088652.png 1920w, https:\/\/primepay.com\/wp-content\/uploads\/learning-e1704464088652-768x380.png 768w, https:\/\/primepay.com\/wp-content\/uploads\/learning-e1704464088652-1536x760.png 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p style=\"text-align: center;\"><i><span style=\"font-weight: 400;\">Equip your people with a learning hub where you can assign, suggest, and track their professional development. These records not only organize and track compliance tasks but also provide learning opportunities for your employees.\u00a0<\/span><\/i><\/p>\n<h3 id=\"&quot;jump-link-four\"><span style=\"font-weight: 400;\">4. Use Continuous Performance Management for Follow-Up Conversations<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">It\u2019s safe to say your performance management shouldn\u2019t just consist of a yearly meeting. Instead, your annual performance reviews should be part of your continuous performance management strategy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The frequency of <\/span><a href=\"\/blog\/how-to-get-the-most-from-your-11-meetings\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">1:1 meetings<\/span><\/a><span style=\"font-weight: 400;\"> varies depending on the organization, but conducting them <\/span><i><span style=\"font-weight: 400;\">at least<\/span><\/i><span style=\"font-weight: 400;\"> once a month is recommended. These performance conversations help managers collaborate with direct reports, aid them in tackling performance difficulties, and foster a cycle of continuous improvement. Moreover, ongoing feedback <\/span><a href=\"https:\/\/hbr.org\/2022\/07\/6-ways-to-make-performance-reviews-more-fair\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">reduces recency bias<\/span><\/a><span style=\"font-weight: 400;\"> come performance review time, as conversations are documented to provide a more holistic picture of the employee\u2019s performance.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Marketing and Employment Brand Consultant <\/span><a href=\"https:\/\/www.linkedin.com\/in\/michaellipe?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAzFcHQBeVxajGF8-t-3laf84WSptrXXDdU&amp;lipi=urn%3Ali%3Apage%3Ad_flagship3_search_srp_all%3BbynXsbiJTpKPJ752f7Jw7A%3D%3D\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Michael Lipe<\/span><\/a><span style=\"font-weight: 400;\"> notes that ongoing conversations help ensure success and increase transparency. He says annual performance reviews often feel like a big reveal, but they shouldn\u2019t be that way. Lipe suggests: \u201cPerformance reviews should be the culmination of dozens of small conversations, not a single, nerve-wracking one. Each conversation should lead to a shared understanding of progress and next steps. This way, there are no surprises at the end of the year, only a sense of accomplishment and a clear path forward.\u201d<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-4291 size-medium\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/employee-recognition-and-engagement-data-600x600.png\" alt=\"employee recognition and engagement data\" width=\"600\" height=\"600\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/employee-recognition-and-engagement-data-600x600.png 600w, https:\/\/primepay.com\/wp-content\/uploads\/employee-recognition-and-engagement-data-150x150.png 150w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/p>\n<p style=\"text-align: center;\"><i><span style=\"font-weight: 400;\">Acknowledging your employees\u2019 wins regularly (and not just in their year-end review) is essential. <\/span><\/i><a href=\"https:\/\/hbr.org\/2022\/09\/do-you-tell-your-employees-you-appreciate-them\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Data<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> shows that regular feedback and recognition leads to increased engagement and retention.\u00a0<\/span><\/i><\/p>\n<h2><span style=\"font-weight: 400;\">Invest in Your People for Organizational Growth<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Annual reviews play a crucial role in organizational growth and development. Organizations can ensure a productive and prosperous future by setting clear goals, identifying areas for improvement, evaluating critical skills, and navigating remote management challenges.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remember, the key to a successful performance review is not just in conducting the review but in the follow-up and implementation of feedback. By taking a holistic approach and investing in your people, you\u2019ll not only create a strong employee experience, but set your organization up for success in the long run.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Are you making changes to your performance management? If so, you\u2019re in the majority \u2013 81% of HR leaders are overhauling their current strategy to make conversations more meaningful, accurate, and fair. This statistic comes as no surprise, as in recent years the role and focus of HR have shifted from being more process-focused to [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":4293,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[19],"tags":[],"class_list":["post-4289","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\/4289","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\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4289"}],"version-history":[{"count":3,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4289\/revisions"}],"predecessor-version":[{"id":9580,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4289\/revisions\/9580"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/4293"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4289"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4289"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4289"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}