"Tough Love"

Hi Chegg, Thank you for your answers thus far and I appreciate your work, as the summaries you all have done has been good writing, however, some of you have re-used the same answer on my other question posts of this information. I NEED YOU TO PLEASE RE-WRITE A BRAND NEW FRESH TAKEAWAY INSTEAD OF THE SAME SUMMARY. I know I've posted this information more than once, however, I need fresh takeaways for every post, not the same answer every time.

If you could please re-write a brand new fresh takeaway instead of the same takeaway, I will be sure to give you all thumbs up. Thank you for your time!

If you could please read the below material and construct your own 2 paragraph (5-6 sentences per paragraph) takeaway of the below material. This take away could even be your own opinion of the material. If you could also please complete in 24 hours. I greatly appreciate your help and I'll be sure to give you a big thumbs up on this one!

Tough Love Performance Reviews, in 1o Minutes C) There's growing evidence that conventional performance reviews are not working. According to a CEB analysis, organizations can only improve employee performance 3% to 5% using standard performance management approaches. Last fall, 53% of human resources professionals in a Society for Human Resource Management study gave a grade between B to C+ when rating how their organization managed performance reviews. Only 2% gave an A to their organization. As a result of findings like these, some companies are doing away with annual performance reviews altogether. As my company grew, I started seeing the issues with conventional reviews firsthand. world. Plus, the time reviews require is itself a huge barrier to doing them well. For me, spending one hour with 30 people each quarter, one-on-one, plus all the preparation and documentation required, didn't seem scalable. And since our employees received immediate feedback on performance issues, I found there wasn't a lot of new information to share at these check-ins. At the same time, I felt it was important to do these reviews myself, rather than delegating them to others. As the company founder, I wanted to maintain a direct connection to my team. And I don't think they wanted me to become more distant, either; many times, employees join smaller organizations because of the founder and her passion and vision. Finding the time to stay close and nurture employee growth was critical, but so was finding a feedback method that worked better I run a user experience-led innovation company-which means my profession is making products better, more intuitive, and more profitable-so we approached the performance review issue as a design problem. How could we get maximum impact in minimal time? I looked at different ways to change the process, including how feedback is given, the interview duration, who leads duringa performance review, what the end goal is, and how often reviews occur When I unraveled these factors, what we now call our "Tough Love Reviews" emerged. A Tough Love Review is simply a 1o-minute, one-on-one conversation with each employee to talk through the one thing he is doing exceptionally well and the one thing that he needs to improve to reach that next level. The result is a meaningful conversation that gives employees a choice in how the conversation unfolds, and results in two key takeaways that are memorable and actionable Here's how they work. First, create a spreadsheet with the following columns: Column 1: Employee Name Column 2: Tough-Two or three trigger words or phrases to serve as reminders during the review Include performance issues, goals missed, interpersonal issues, and/or general quality of work feedback if it needs improvement. Column 3: Love-Again, focus on two or three key words. Think highlights, goals achieved, great work, recent accomplishments, or accolades from clients or team members. Think holistically about each person's contribution to the business: What do you need this person to bring to the table? What does this person uniquely contribute? What is a barrier or simply annoying for the team? Ask teammates for confidential feedback if you need to. A few days beforehand, set up a 10-minute meeting with each employee to go over the review. Here's how the agenda typically breaks down: Tough Love Performance Reviews, in 1o Minutes C) There's growing evidence that conventional performance reviews are not working. According to a CEB analysis, organizations can only improve employee performance 3% to 5% using standard performance management approaches. Last fall, 53% of human resources professionals in a Society for Human Resource Management study gave a grade between B to C+ when rating how their organization managed performance reviews. Only 2% gave an A to their organization. As a result of findings like these, some companies are doing away with annual performance reviews altogether. As my company grew, I started seeing the issues with conventional reviews firsthand. world. Plus, the time reviews require is itself a huge barrier to doing them well. For me, spending one hour with 30 people each quarter, one-on-one, plus all the preparation and documentation required, didn't seem scalable. And since our employees received immediate feedback on performance issues, I found there wasn't a lot of new information to share at these check-ins. At the same time, I felt it was important to do these reviews myself, rather than delegating them to others. As the company founder, I wanted to maintain a direct connection to my team. And I don't think they wanted me to become more distant, either; many times, employees join smaller organizations because of the founder and her passion and vision. Finding the time to stay close and nurture employee growth was critical, but so was finding a feedback method that worked better I run a user experience-led innovation company-which means my profession is making products better, more intuitive, and more profitable-so we approached the performance review issue as a design problem. How could we get maximum impact in minimal time? I looked at different ways to change the process, including how feedback is given, the interview duration, who leads duringa performance review, what the end goal is, and how often reviews occur When I unraveled these factors, what we now call our "Tough Love Reviews" emerged. A Tough Love Review is simply a 1o-minute, one-on-one conversation with each employee to talk through the one thing he is doing exceptionally well and the one thing that he needs to improve to reach that next level. The result is a meaningful conversation that gives employees a choice in how the conversation unfolds, and results in two key takeaways that are memorable and actionable Here's how they work. First, create a spreadsheet with the following columns: Column 1: Employee Name Column 2: Tough-Two or three trigger words or phrases to serve as reminders during the review Include performance issues, goals missed, interpersonal issues, and/or general quality of work feedback if it needs improvement. Column 3: Love-Again, focus on two or three key words. Think highlights, goals achieved, great work, recent accomplishments, or accolades from clients or team members. Think holistically about each person's contribution to the business: What do you need this person to bring to the table? What does this person uniquely contribute? What is a barrier or simply annoying for the team? Ask teammates for confidential feedback if you need to. A few days beforehand, set up a 10-minute meeting with each employee to go over the review. Here's how the agenda typically breaks down