Thank you for the great video! Here are some cliffnotes on the questions recommended. Focus Area #1: Growth Since Last Performance Review 1. What accomplishments are you most proud of since your last performance review? 2. What goals did you achieve since your last performance review? 3. Can you describe 2-3 areas in which you've improved since your last performance review? Focus Area #2: Current Performance 1. What tasks and responsibilities do you enjoy the most? 2. What tasks and responsibilities do you enjoy the least? 3. Can you describe 2-3 areas you feel that you excel in? 4. What would you change in your current role? 5. If there was one area you could change about your current performance, what would it be? Focus Area #3: Areas for Improvement 1. What accomplishments are you least proud of since your last performance review? Why? 2. What are 2-3 challenges you've encountered in your job? 3. What are 2-3 areas you feel you need to improve on? 4. What do you need to improve on in those areas? 5. What will you do to overcome the challenges that you faced? 6. What can I do to better help you improve in those areas? Focus Area #4: Career Plans 1. Did you achieve the career plans we talked about in the last performance review? Why, or why not? 2. What are your most important goals for this year? 3. What do you want your next position at this company to be? Why? 4. What professional growth opportunities would you like to explore this year? Why? 5. How can I help you reach your career goals? Focus Area #5: Targets, Goals & Actionable Items for Next Performance Review 1. What are 2-3 goals you would like to achieve for the next performance review? 2. What are 2-3 action items you need to commit to for the next performance review? 3. What do I need to commit to before the next performance review?
I believe Performance Reviews are golden opportunities for honest, empathetic, and constructive feedback. It has to be a joint venture in which Employee and Line Manager are equally responsible. The questions you suggested are awesome. Thanks Kara.
Hi Kara, It has been a long time since I started watching your videos on RUclips, especially the performance review ones. Your tips have taught me many things, and as an intern student, they have motivated me to conduct a performance review with my manager. They were pleasantly surprised that I took the initiative and organized the meeting instead of them. It has been a while since I have been able to progress in my career, and no one has provided me with specific feedback. The performance review went really well, and I applied your advice. I feel better and more motivated to work and continue in this manner. Thank you very much once again for your videos, and please continue creating content like that. Greetings from France
Thank you so much for your comment Tahir! I'm so glad that the advice I provide is helpful. It's fantastic you took initiative to conduct a performance review with your manager and that they were impressed. This is wonderful to hear!
Excellent vdo on performance bt.as a professional maam in my opinion the HR department nd almost all HR staff barring one or two lack execution so it effects rt.perfomance in a clear cut language related to skill.They hv.not been able to plan, monitor nd implement any systems satisfactorily.They need to develop the skill nd these can b assessed through interviews with HR staff as well as the line managers.Examination of the systems implemented in the past also gives insight for assessment of performance management in true sense nd also inculticate execution skills in brief though it is a vast field nd so many factors are involved related to the performance skills in my opinion on HR.The sample qs.shud b vry.practical nd self implementation of the ideas of the recruiter to assess Definitely if these things are taken into the consideration best output nd goals could be achieved for OD nd OB nd good as a overall Perspective for individual nd for Organization's too.vry.inspiring lecture nd useful too.
If you want advice on how to conduct a performance review, watch this video ruclips.net/video/ADlzje4l1BM/видео.html
Thank you for the great video! Here are some cliffnotes on the questions recommended.
Focus Area #1: Growth Since Last Performance Review
1. What accomplishments are you most proud of since your last performance review?
2. What goals did you achieve since your last performance review?
3. Can you describe 2-3 areas in which you've improved since your last performance review?
Focus Area #2: Current Performance
1. What tasks and responsibilities do you enjoy the most?
2. What tasks and responsibilities do you enjoy the least?
3. Can you describe 2-3 areas you feel that you excel in?
4. What would you change in your current role?
5. If there was one area you could change about your current performance, what would it be?
Focus Area #3: Areas for Improvement
1. What accomplishments are you least proud of since your last performance review? Why?
2. What are 2-3 challenges you've encountered in your job?
3. What are 2-3 areas you feel you need to improve on?
4. What do you need to improve on in those areas?
5. What will you do to overcome the challenges that you faced?
6. What can I do to better help you improve in those areas?
Focus Area #4: Career Plans
1. Did you achieve the career plans we talked about in the last performance review? Why, or why not?
2. What are your most important goals for this year?
3. What do you want your next position at this company to be? Why?
4. What professional growth opportunities would you like to explore this year? Why?
5. How can I help you reach your career goals?
Focus Area #5: Targets, Goals & Actionable Items for Next Performance Review
1. What are 2-3 goals you would like to achieve for the next performance review?
2. What are 2-3 action items you need to commit to for the next performance review?
3. What do I need to commit to before the next performance review?
I believe Performance Reviews are golden opportunities for honest, empathetic, and constructive feedback. It has to be a joint venture in which Employee and Line Manager are equally responsible.
The questions you suggested are awesome.
Thanks Kara.
I'm so glad they're helpful for you!
Performance reviews can be daunting to conduct. Did these questions help you?
I thought i was the only one
Hi Kara,
It has been a long time since I started watching your videos on RUclips, especially the performance review ones. Your tips have taught me many things, and as an intern student, they have motivated me to conduct a performance review with my manager. They were pleasantly surprised that I took the initiative and organized the meeting instead of them. It has been a while since I have been able to progress in my career, and no one has provided me with specific feedback.
The performance review went really well, and I applied your advice. I feel better and more motivated to work and continue in this manner.
Thank you very much once again for your videos, and please continue creating content like that. Greetings from France
Thank you so much for your comment Tahir! I'm so glad that the advice I provide is helpful. It's fantastic you took initiative to conduct a performance review with your manager and that they were impressed. This is wonderful to hear!
I’m glad that all items mentioned are already covered in my organisation performance review form !
That's fantastic! You're already on point then.
Valuable information.
Lastly the follow up and sit with the person to give regular feedback is very important
Definitely true! Great addition.
Excellent vdo on performance bt.as a professional maam in my opinion the HR department nd almost all HR staff barring one or two lack execution so it effects rt.perfomance in a clear cut language related to skill.They hv.not been able to plan, monitor nd implement any systems satisfactorily.They need to develop the skill nd these can b assessed through interviews with HR staff as well as the line managers.Examination of the systems implemented in the past also gives insight for assessment of performance management in true sense nd also inculticate execution skills in brief though it is a vast field nd so many factors are involved related to the performance skills in my opinion on HR.The sample qs.shud b vry.practical nd self implementation of the ideas of the recruiter to assess Definitely if these things are taken into the consideration best output nd goals could be achieved for OD nd OB nd good as a overall Perspective for individual nd for Organization's too.vry.inspiring lecture nd useful too.
Very valuable information thank you
Thank you for watching!
ultimate video
Here's a question I still think about from a job interview:
What's one problem you hace solved recently?
Ooh. I love that!
Bom dia teacher!!!👨🏻💼🇧🇷✅
Thanks✍🏽
100k
I know! It was incredible to wake up to that this morning!