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Love it - very practical and useful. Question - how do you help organizational leaders / managers (etc) make #1 a reality? Often I find the annual performance evaluation is created to "force" at least one conversation per year. Ours has quarterly checkpoints built-in so that we are "forcing" at least 4 conversations about performance per year. How do we ensure that these performance conversations are happening all the time - formally and informally? Everyone "knows" (via training, leadership newsletters, etc) that they "should" be doing this and that on-going performance discussions is the goal of annual performance reviews. But still no traction. Any ideas?
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Nov 25, 2013