Let’s imagine you are going into your quarterly performance review, armed with all the great results you’ve achieved over the last 90 days. You’ve tackled a few big projects and collect the data to show your results. You’ve rated yourself on the skills and competencies listed in your job description, and you’ve even identified a few areas for growth, since you know that’s going to be part of the conversation, too.
What a lot of HR systems that track performance reviews fail to connect the dots on is how your individual performance or projects or results impact the company’s business performance. At the end of the day, if you are wonderful and working so hard and getting great results, but your efforts and energy don’t move the company forward on its key results, then how valuable are your contributions?
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