What makes your performance reviews "modern"?
We focus intentionally on a two-way dialogue with each employee, their personal development, and their alignment with your company's goals.
These are constructive and forward-looking performance reviews. Traditional performance reviews tend to be more one-sided, punitive and rooted in the past.
What's wrong with doing performance reviews annually?
People tend to fall out of alignment around 90 days after a formal meeting. If you're only doing performance reviews once a year, that means your team is out of sync for ¾ of the year.
Or your managers are performing heroic acts to keep everyone rowing in the same direction. (Which isn't sustainable!)
Won't quarterly performance reviews take up a lot of time?
In the long run, no. More likely, you'll start saving time that can then be better spent elsewhere.
Yes, they will take up a few more hours per employee each quarter. But soon you'll notice that less work needs to be redone, fewer fires need to be put out and, most importantly, you won't have to deal with as many resignations.