Exact(1)
Less traditional requests, such as frequent performance reviews or meetings with an executive, could be justified by your dedication to self-improvement and desire to stay in touch with the company's needs.
Similar(7)
The choice between frequent performance coaching and annual reviews need not be a choice at all.
A growing number of companies are replacing, or complementing, annual performance reviews with programs that encourage more frequent coaching and measurement.
If you are relying on annual or semi-annual performance reviews as the primary feedback mechanism with your employees, your high performers are likely to need a more frequent boost and will begin to show signs of under-appreciation.
Indeed, the desire for frequent discussions about development is one reason many companies are moving away from annual performance reviews: A yearly conversation isn't enough.
Performance reviews.
Nobody likes performance reviews.
They refuse to submit to performance reviews.
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