The annual performance review is dead. Continuous feedback is the future for remote teams.
 
Holding performance conversations annually or bi-annually exacerbates the challenges of a remote company creating:
Managers waiting too long to deliver feedback that helps propel your business further, faster
Employees feel like they aren’t growing, leading to engagement and retention issues
A low trust relationship between employees and managers
Fewer performance data to inform compensation decisions, allowing bias to seep in
 
According to management research firm CEB, 95% of managers are dissatisfied with the way their companies conduct performance reviews but don’t know where to start to fix it. 
 
I built this guide to:
Share best practices for crafting a comprehensive remote performance feedback strategy to ensure employees are set up to do their best work and teams thrive 
Detail the three fundamental actions that successful remote managers build into their daily practice: 1:1s, continuous feedback, and performance reviews 
Provide a step-by-step guide to design, build, implement, and iterate on the right performance review strategy for your organization
 
What’s included:
Steps to creating effective 1:1s, plus a sample 30-minute 1:1 agenda
Feedback frameworks that ensure feedback is specific, tied to a tangible outcome, respectful, timely, and ongoing
Performance review calendar, plus example self, peer, upward, and manager assessment questions
Performance rating scale, plus the pros and cons of using ratings
Talent (succession) planning questions
Compensation allocation example based on performance categories, plus the pros and cons of tying compensation to performance
Best practices for implementing and iterating on performance reviews and FAQs
 
While performance reviews are important, they are not effective unless embedded in a culture of continuous feedback. Regular performance conversations with each member of your team help facilitate:
 
Building a foundation of trust
Staying informed and aligned
Regularly discussing successes and areas for development so there are no surprises, come review time
Providing two-way feedback so we learn and grow together
Regularly discuss career development
 
By proactively adopting a continuous feedback approach and baking that into the design of your performance review process, you’re well on your way to enabling high performing teams.