Interesting framework, that's the first time I hear about it.
What about the 'softer' parts of performance reviews, which can't be this clearly defined?
Like atitude (for example someone who always complains and it hurts the team morale), or stuborness (someone who always fights when he things he is right).
If their attitude or stubbornness is affecting their ability to deliver one of their job responsibilities, then you have the data to support a low rating.
However, if they’re excelling in their performance but still have a bad attitude, then I would advise you rate them accordingly but provide coaching.
Try to learn the reason for their attitude and provide candid feedback on where they need to improve.
Great read Jiovanni! Always tricky to have these conversations with the team. Does your organisation have consistent job levelling framework in place (example linked below), so your team are clear what level of the organisation they're at?
Or are you implementing a tailored framework to meet your teams needs at each review?
Interesting framework, that's the first time I hear about it.
What about the 'softer' parts of performance reviews, which can't be this clearly defined?
Like atitude (for example someone who always complains and it hurts the team morale), or stuborness (someone who always fights when he things he is right).
Great question, Anton.
If their attitude or stubbornness is affecting their ability to deliver one of their job responsibilities, then you have the data to support a low rating.
However, if they’re excelling in their performance but still have a bad attitude, then I would advise you rate them accordingly but provide coaching.
Try to learn the reason for their attitude and provide candid feedback on where they need to improve.
Great read Jiovanni! Always tricky to have these conversations with the team. Does your organisation have consistent job levelling framework in place (example linked below), so your team are clear what level of the organisation they're at?
Or are you implementing a tailored framework to meet your teams needs at each review?
https://ravio.com/blog/how-to-create-a-best-practice-job-levelling-framework