The document outlines five key steps for effective year-end reviews, emphasizing the ineffectiveness of traditional performance management in aligning goals with current work. It encourages setting relevant, measurable goals, integrating them into weekly tasks, refreshing stale goals, and measuring success frequently to enhance employee satisfaction and recognition. By adapting the performance process to be more connected to actual work, employees can achieve greater success and satisfaction throughout the year.

1.
5
Steps
to
Stellar
Year-­‐End
Reviews

2. and
how
little
traditional
performance
management
helps
people
perform
at
their
best.
Mid-­‐year
reviews
are
often
a
painful
reminder
of
how
far
apart
work
and
goals
can
drift
…

3. The
disconnect
creates
a
lot
of
anxiety:
This
has
nothing
to
do
with
what
our
team
has
been
focused
on
the
last
3
months
Why
didn’t
we
revise
these
when
we
changed
strategy?
How
can
I
possibly
be
measured
on
these
things
when
they
don’t
matter
anymore?!
What’s
the
point
of
this
whole
process—it’s
so
far
removed
from
our
real
work

4. You
can’t
achieve
goals
you’ve
forgotten
or
which
are
irrelevent.

5. The
traditional
performance
process
doesn’t
support
great
performance.
We
live
in
an
always-­‐on
world,
but
the
typical
approach
to
goals
is
“mostly
off”.
Chances
are
your
company’s
performance
approach
provides
you
little
value
and
plays
little
or
no
role
in
how
you
manage.

6. Don’t
leave
your
performance
to
chance
(or
somebody
else).

7. Take
these
5
steps
to
more
success
and
recognition

8. 1
Recognize
the
power
of
goals
Goals
are
a
prerequisite
to
success.
A
goal
is
how
you
deKine
what
you’re
striving
for
and
what
success
looks
like.
They
are
powerful
drivers
of
personal
growth,
which
accelerate
success
over
time.

9.
2
Understand
the
ROI
of
demonstrated
achievement.
Make
it
easy
for
your
boss
to
advocate
for
you
by
providing
continuous
performance
facts
about
progress
on
agreed-­‐upon
goals.
Facts
make
a
huge
difference
in
employee
ranking
and
the
pay
and
promotion
pipeline
–
but
very
few
managers
are
really
disciplined
about
cataloguing
them
for
their
direct
reports.

10. 3
Design
goals
into
your
work
week.
Change
your
process—not
the
company’s—to
make
goals
a
true
part
of
your
work
and
week.
Goal-­‐driven
teams
use
Workboard
to
take
ownership
of
their
performance.
Workboard
brings
business
and
individual
goals
together
with
tools
to
manage
real-­‐time
priorities,
actions
and
tasks
on
Web
and
mobile.
Goals
and
work
are
always
connected,
wherever
you
or
your
team
are.

11.
If
a
goal
is
no
longer
worth
pursuing,
change
it.
It’s
a
huge
disservice
to
you,
your
team
and
the
company
to
be
assessed
against
an
irrelevant
goal.
You
can
only
refresh
goals
when
you
realize
there’s
a
gap;
they
need
to
be
integrated
into
your
weekly
work
to
see
when
execution
priorities
and
goals
are
misaligned
then
determine
whether
the
goal
or
execution
needs
to
change.
By
resetting
and
re-­‐communicating
goals
upline
and
downline
when
change
is
necessary,
you
get
the
motivational
and
professional
beneKits.
4
Refresh
goals
when
they’re
stale.

12. 5
Measure
success
more
frequently.
There’s
nothing
quite
like
the
satisfaction
of
achievement.
Set
metrics
and
milestones
in
smaller
increments
to
enjoy
that
satisfaction
more
often.
If
you’re
a
manager,
driving
toward
goals
will
become
habit
much
more
quickly
when
they’re
present
in
your
work
and
you’re
getting
frequent
satisfaction
from
progress.
83
%
of
employees
say
recognition
is
more
rewarding
than
cash!

13. You
don’t
go
to
work
to
fail,
so
get
serious
about
success.
DeRine
goals,
objectives
and
metrics
for
success
then
bring
them
into
focus
in
the
work
you
do
every
week.
You’ll
enjoy
more
success,
satisfaction
and
alignment,
and
you'll
enjoy
the
year-­‐end
review
moment
even
more.

14. Get
the
Workboard
app
free
forever
at
www.workboard.com
Own
Your
Destiny
with
Workboard