Key features of a Best-Self Review™
15Five firmly believes that individual high performance is a natural byproduct of someone being, and becoming, their best self. The Best-Self Review is a revolutionary new performance management practice that shifts the context for employees from one where they are judged and graded, to being supported on their journey of continued success. Using research-backed question templates and the ability to aggregate an employee’s wins, challenges, and progress on key objectives, the Best-Self Review eliminates and steers the conversion toward growth and forward-looking performance.
Science 🔬: Best-Self Review
Growth and Development questions: Reflect on your accomplishments and opportunities for growth that relate to the progress of your work goals. Instead of simply grading past performance, this section aligns employee efforts with company objectives. Managers can focus on wins, since research shows that strengths-based development conversations increase motivation and improve performance.
Company values: How you achieve a goal is as important as what you achieved. The Company Values assessment allows employees to reflect on how they contributed to the core company values and mission. This process keeps values top of mind for employees and guides the everyday decisions they make.
Wins & challenges: With standard reviews, managers either reflect on an employee’s most recent work (which provides an inaccurate picture of actual performance) or they are forced to sift through a mountain of notes and emails. Weekly 15Fives allow employees and managers to easily flag wins and challenges and view progress on key objectives and recognition. All of the information required to have an accurate picture of employee performance is now aggregated into one place that’s accessible when completing a Best-Self Review.
Private manager assessment: Research shows that it’s important to separate salary and development conversations, however, performance needs to be assessed throughout the year. The Private Manager Assessment includes five future-focused questions on employee promotion readiness and eligibility for compensation increase or bonus award.
The Private Manager Assessment includes future focused questions inspired by research from Deloitte and highlighted in the April 2015 HBR article, Reinventing Performance Management, by Marcus Buckingham and Ashley Goodall. Questions 1 - 3 are taken directly from Deloitte, question 4 has been adjusted and Question 5 is 15Five's addition.
Cycle management: Review Admins, like executives and the HR team, can manage and customize review cycles by selecting when reviews are due and when milestone meetings between employees and managers should take place. Set automated emails to remind any stragglers to complete their reviews so that employees are receiving timely feedback across the entire organization.
Best-Self Review Dashboard: HR teams often struggle the most at review time, because coordinating, tracking and cataloging reviews can be cumbersome. Review can all be easily managed and tracked from one beautifully designed dashboard. HR can see company-wide progress and drill-down in every review. Managers can see their team’s progress, and employees see their review, as well as the status of their manager’s review.
Having effective reviews
Workplaces today look sound and feel significantly different than they did in the past. Technology is also responsible, especially easy to use, data-driven software that’s replacing outdated, heavyweight paper processes like payroll and benefits administration or the dreaded annual performance appraisal. Millennials are creating a new, flexible, and purpose-driven culture. In a statement about the future of work, Gallup said it best, “the when, where, why and how of work are changing.” What exactly does that mean?
- The When: It is now a priority to work remotely, via flexible schedules. Millennials want to eliminate the pressure to stay stuck at a desk all day and want the flexibility to work from anywhere during the times when they work best. Technology is changing the way we communicate, and many are replacing email with more frequent, real-time, collaboration software that can be used on the go, like Slack.
- The Where: Cubicles are a thing of the past. Now office plans are open and encourage serendipitous chance meetings, play, and collaboration.
- The Why: The new workforce is purpose driven. Millennials are interested in finding work and workplaces that suit their identities and lifestyles. They want to work with meaning and purpose. They want their job to fit their life, not the other way around.
- The How: Management is shifting from top-down command and control styles to flatter structures where employees have more responsibility and autonomy. Now, management is relational, not transactional. Millennials want more than a just a manager. They want a manager, a coach and a mentor. They want to leverage their strengths to do what they do best every day. They want the quality of learning and development that can only come with receiving ongoing feedback, collaborating on clear goals and work that challenges but doesn’t frustrate.