Executives can effectively track quarterly reviews and plan performance reviews by using a systematic approach. This could involve setting clear objectives and key results (OKRs) for each quarter and using performance management tools to track progress. Regular one-on-one meetings between managers and associates can provide opportunities for feedback and discussion. Planning for performance reviews every six months can also be beneficial. This allows for a comprehensive evaluation of an employee's performance and the setting of new goals. It's also important to plan out raises, promotions, or role change conversations well in advance.
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