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  • Writer's pictureNeta Vizel

"It’s Time for Your Performance Review"- Forget Everything You Thought You Knew

It’s Time for Your Performance Review

Transcript of Performance Review for Employee 000285

Allie: Hi Dan, thank you for attending your performance review via online chat. Our company has implemented AIPO—AI People Operational Services. My name is Allie, and I’m your AIPO chatbot. It’s nice to meet you. Do you have any questions before we get started?

Dan: Hi, this is so weird! I’m used to having meetings face-to-face. No, I don’t have any questions.

Allie: I’ve been monitoring your work over the past three months and analyzing your data. Before I tell you my findings, I’d like to hear about how you think you’ve been performing. how would you rate your customer service?

Dan: I think I have great customer service! I get very good feedback from our clients.

Allie: Unfortunately, I have some grave concerns. On Monday, April 16th, you failed to meet the deadline for your SW development sprint.

Dan: Okay, but I explained to my manager that the timelines were not defined effectively enough, and she said it’s okay.

Allie: Incorrect. If an employee suspects an ineffective definition of their goals, they must resolve and update the sprint roadmap. This incident has been flagged on your employee record as a below-expectation performance incident.

Dan: Oh...

Allie: Please note that once you accumulate three “below-expectation” incidents, your employment will be reconsidered.


Are we there yet? No!

But we must ensure we don’t get there very soon.

Even today, there are many HR tools for remote management that are highly effective in hiring and managing global teams, but we cannot forget why we are here.

All major achievements in our world have been the result of joint efforts by small or large groups of people.

In a reality of uncertainty, heavy workloads, stress, and constant changes, we must be able to maintain and preserve our relationships in the workplace.

Max Frisch said, “We asked for workers, but we got people instead.”

Caring is a competitive advantage. When employees in a high-trust culture experience a caring workplace, they are 44% more likely to work for a company with above-average revenue growth (Great Place to Work, Employee Survey Data, 2019).

One of the main findings from Deloitte’s Global Human Capital Trends survey was the importance of personal relationships, along with a sense of fairness and transparency.

Simon Sinek said, “People don’t buy what you do; they buy why you do it.”

People don’t just do what you tell them to do because you’re their manager.

They will commit to your “why” if they feel committed to you as a person and to your values as a leader.

For effective management, you should reduce your costs and expenses but never cut back on personal contact. Inform, look, listen, react, trust, support, critique, be aware—CARE.

*This post draw inspiration from the article by Jane Brown added at the first comment.

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