Natural Performance Reviews

Performance reviews should be a natural, time-bound bookend to the dialogues you are already having with your team or manager. One strategy for making performance reviews simple and painless while still being super effective is consistency. Discuss the wins and learnings from the same OKRs (objectives and key results) or KPIs every week or month. – Cara McCarty, Cognite

Here’s How Managers Are Making Performance Reviews Simple, Painless And Effective

Performance reviews are the perfect opportunity for employers to communicate an employee’s current standing in the company and how they can progress. It’s also the best time to talk about future goals and exchange constructive criticism each party can work on for the next review.

While this feedback is crucial, employees may have hesitations going into the review process. As experienced HR professionals, the members of Forbes Human Resources Council know these fears can lead to an ineffective meeting. Below, 15 members give their best strategies for making performance reviews painless.

Forbes Human Resources Council members share their insights.

Photos courtesy of the individual members

1. Get Clear On The Intention

As they say, feedback is a gift. A gift is meant to provide a positive feeling to the recipient. For us to create the same effect when we do performance reviews, we need to do it with the intent of helping the person get better and move forward. Equally important, we need to be able to translate this intent into the act of giving clear, concrete and constructive feedback to the employee. – Avery Banta, Globe Telecom

2. Reduce The Chance Of A Surprise Review

Ensure that any feedback given is never a surprise to an employee. Continuous feedback throughout the year is critical to an effective, fair, respectful and trust-building performance review process and solid relationship-building between a leader and direct report. – Dana Garaventa, Opus One Winery LLC

3. Build Employee Trust

Build trust with your employees and regularly give them advice, coaching and feedback — when things go well and when they can be improved. Ensure that you are giving feedback from a place of helping your employee succeed. Don’t wait weeks or worse, months, to give feedback. Give it “in the moment” and then when you get to the more formal review, nothing should be a surprise. – Jennifer Dill, Data Innovations LLC

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4. Provide Structured Reviews

Treat it like a behavioral interview. Ask employees as well as managers to take each competency and describe instances where it was demonstrated or not demonstrated. Keep it simple and provide an observation of behavior that would help employees truly get what they could have done differently, do more of the same or even how their actions were perceived differently from their own. – Hafiza Gujaran, AlixPartners

5. Converse With Your Employees Frequently

The more frequent the feedback, the less heavy and daunting the formal performance conversations become. The greatest tool for this is having a 1:1 with each person on your team on a regular, frequent basis. This allows you to connect deeper than the day-to-day conversations in passing. It is a time to check in personally, talk about performance wins and challenges, and discuss development plans. – Lindsay Gainor, Kent Power

6. Set Clear Expectations

Aim for clarity and frequency. Performance is an ongoing activity and not a once-a-year process. Clear goal setting is critical to ensuring that expectations are clearly set. The frequency of discussions around the clarity of purpose is important to be better aligned by having transparent discussions. Constructive feedback works well when there is psychological safety and that comes down to culture. – Srikant Chellappa, Engagedly | Mentoring Complete

7. Prioritize Fairness And Consistency

Be consistent and fair. Trust is part of the performance review process. What we do as leaders and HR experts is build trust by being consistent with our words and actions. Give fair and accurate feedback. Then self-assess by removing any biases based on a perception that can be relayed in the review process. – Thalia Rodriguez, Providence Anesthesiology Associates

8. Be Positive

Start with a compliment or a positive piece of feedback. Help the employee recognize what they do well and how they can leverage that skill or result to improve in an area where they’re struggling. Once they understand you have noticed the areas where they are excelling, any constructive criticism will be viewed more objectively and less emotionally. – Kristen Fowler, JMJ Phillip Executive Search

9. Promote An Open Door Policy To Foster A Strong Work Culture

Striving not to center all feedback around the performance review is key. If organizations can foster a strong culture centered on giving and receiving feedback in the moment, the stress, pressure and surprise should be taken out of the “performance review” itself. Make it more of an ongoing process, not an event. – Philip Burgess, C Space

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10. Separate Compensation From Reviews

As companies adopt hybrid office policies, it’s important that office status and compensation remain separate from the feedback section of a review. Tying reviews too tightly to compensation can hamper employee career development and their work towards the company mission. During performance reviews, the conversation should focus on career development, goals, strengths and areas of improvement. – Kristina Johnson, Okta

11. Schedule Intentional Conversations

Regularity and intention. If you’re only talking with your direct reports once or twice a year about performance, of course, it’s going to feel like a loaded conversation. Instead, set up monthly conversations where both you and your employee know that the topics are focused on how you’re both doing (ie. you as a manager, employee as employee). This way the feedback goes both ways and it’ll naturally lower the temperature. – Elizabeth Roberts, eGenesis, Inc.

12. Build A Successful Relationship

Trust and psychological safety is the bedrock of any successful relationship and is true for manager and employees as well. If this exists, performance reviews become dialogues and not an onerous exercise. The traditional clock-calendar performance review should change to just-in-time dialogues and check-ins. This helps employees thrive in their performances and takes the edge out of performance reviews. – Kumar Abhishek, S&P Global

13. Give On-The-Spot Feedback

Formal annual performance reviews are a thing of the past. Employees crave on-the-spot feedback to allow for course corrections and continuous growth. Making performance a standing item on one-to-one agendas creates a culture where ongoing feedback is expected, desired and not feared. As a bonus, supervisors are more inclined to participate thoughtfully rather than checking off an HR-driven task. – Kelsey Griffis, Loyal Health

14. Provide Consistent Assessment Criteria

Performance reviews should be a natural, time-bound bookend to the dialogues you are already having with your team or manager. One strategy for making performance reviews simple and painless while still being super effective is consistency. Discuss the wins and learnings from the same OKRs (objectives and key results) or KPIs every week or month. – Cara McCarty, Cognite

15. Create A Feedback Culture

Creating a culture of feedback as a foundation is crucial to enabling open, honest and transparent conversations about performance. The building blocks should include at the core: trust and psychological safety. Giving and receiving feedback requires work and continuous investment in building trust across any organization. Ongoing check-ins and real-time discussions will embed that feedback culture. – Maria Miletic, Blue Prism Software

The advantages of this approach, compared with annual reviews, are myriad for managers:

How Gender Bias Corrupts Performance Reviews, and What to Do About It

Annual evaluations are often subjective, which opens the door to gender bias. These biases can lead to double standards —­­ a similar situation gets a positive or a negative spin depending on gender. For example, one review described a woman as seeming “to shrink when she’s around others and especially around clients.” But a similar problem —­­ confidence in working with clients —­­ was given a positive spin when it was a man who was struggling with it: “Jim needs to develop his natural ability to work with people.” A content analysis of individual annual performance reviews shows that women were 1.4 times more likely to receive critical subjective feedback (as opposed to either positive feedback or critical objective feedback). But when organizations implemented gender-neutral, real-time feedback tools, such biases were reduced. Asking for real-time feedback about employees from a range of observers — clients, colleagues, managers — could result in both men and women getting more objective performance appraisals.

The annual performance review already has many strikes against it. Harried managers end up recalling high and low points on the fly; employees often get unclear direction.

Here’s another flaw: Women are shortchanged by these reviews. In my forthcoming book on gender bias in the workplace, cowritten with journalist Kim Kleman, we present scores of successful interventions I have used in large domestic and international professional services firms to level the playing field for women in appraisals and promotions, among other areas. One of my findings, using content analysis of individual annual performance reviews, shows that women were 1.4 times more likely to receive critical subjective feedback (as opposed to either positive feedback or critical objective feedback).

That’s because annual evaluations are often subjective, which opens the door to gender bias (“Tom is more comfortable and independent than Carolyn in handling the client’s concerns”) and confirmation bias (“I knew she’d struggle with that project”), among other things.

Even After Criticism, Men Think Highly of Themselves

I found that these biases can lead to double standards, in that­­ a situation can get a positive or a negative spin, depending on gender. In one review I read, the manager noted, “Heidi seems to shrink when she’s around others, and especially around clients, she needs to be more self-confident.” But a similar problem —­­ confidence in working with clients —­­ was given a positive spin when a man was struggling with it: “Jim needs to develop his natural ability to work with people.”

In another pair of reviews, the reviewer highlighted the woman’s “analysis paralysis,” while the same behavior in a male colleague was seen as careful thoughtfulness: “Simone seems paralyzed and confused when facing tight deadlines to make decisions,” while “Cameron seems hesitant in making decisions, yet he is able to work out multiple alternative solutions and determined the most suitable one.” Double standards like these clearly affect women’s opportunities for advancement.

Likewise, it does your company no good when employees are overrated because of subjective biases, including leniency (for example, an employee dropped the ball, but “he had a lot on his plate”) and the “halo effect,” where one positive trait is assumed to be linked to others (“He inspires confidence, which goes a long way”).

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HBR Guide for Women at Work

My data also revealed that women got less constructively critical feedback. The objective of constructive feedback is to allow an employee to focus on the positives while identifying areas where there is room for growth. For example, such feedback might be, “Stephanie, your replies to partners about client matters are often not on point” rather than “Stephanie, you have missed important opportunities to provide clear and concise information, such as X. I have some thoughts on how you could prevent that from happening again, such as Y.” These findings are in line with research from my colleagues at Stanford University, Shelley Correll and Caroline Simard, whose work suggests that women receive vaguer feedback than men do.

Finally, women’s performance was more likely to be attributed to characteristics such as luck or their ability to spend long hours in the office, perceived as real commitment to the firm, rather than their abilities and skills. As such, they often did not receive due credit for their work.

The good news is that the performance appraisal system can be fixed. By using more-objective criteria, involving a broader group of reviewers, and adjusting the frequency of reviews, it is possible to remove subjective biases that creep in.

Specifically, my field experiments at professional services firms suggest that the use of tailor-made, automated, real-time communication tools with instant feedback on employees’ weekly performance from supervisors, colleagues, and clients can have dramatic results for women.

As opposed to the traditional annual feedback system, these instruments were designed to remove bias from answers (e.g., the language of feedback options is gender-neutral) and help the reviewers to provide constructive feedback. The order of requested feedback was given careful consideration in the instruments’ design, all in an effort to create a level playing field.

Another benefit is that having more-frequent feedback gives opportunities to recognize different styles of leadership. As the seminal work of Alice Eagly at Northwestern University has demonstrated, there are differences in leadership styles among gender. Her work, followed by other researchers, has revealed that women’s leadership styles are less hierarchical and more cooperative, participatory, and collaborative than their male counterparts’.

Women’s strengths, such as their collaborative and participatory styles, were more easily recognized when using this new appraisal system. For example, instant feedback included: “The employee is a team player and understands how to help others in time of need” or “The employee contributes to the success of the team on a regular basis.” In other words, it resulted in the information used for developmental and assessment purposes being more accurate and gender-neutral.

Giving frequent feedback might sound like a lot of work, especially for large teams. It’s not. Feedback involves two to six reviewers per week, and takes each of them no more than 15 minutes.

One of the other benefits is that the clients who participated in these experiments were asked to evaluate the performance of the people who served them. The clients felt listened to and engaged in the process of providing constructive feedback on what they valued in the relationship and how they could be better served.

For example, colleagues might rate each other on the criterion “clear information is provided to the client during the call,” while clients are asked whether the employee serving them “addressed my concerns and showed interest during the call.” These evaluations are collected over time in a broader category called “client relationship.”

The responses are weighted by how much exposure the feedback providers have to the person they are rating. On a quarterly basis, the employee sits down with the manager for a check-in and goes over the results.

The advantages of this approach, compared with annual reviews, are myriad for managers:

  • They receive objective criteria to provide a comprehensive look at performance. Moreover, they get detail they’ve never had before: how constant employees’ performance is, how they grow over the course of the year (or the project cycle), how they respond to feedback over time, their weak and strong points, and areas where they excel.
  • They can observe the employee and value the person’s behavior in different contexts, as each reviewer provides input and expresses preferences for certain styles. Managers can see how various appraisers attach different weights to the same aspects of performance they experienced.
  • In turn, managers learn the kind of support and exposure they need to provide each employee for optimal performance with supervisors, peers, subordinates, and clients.

Employees being reviewed gain as well:

  • They’re evaluated for their actual performance and work relationships, not by their boss’s impressions. In my research, the likelihood of women receiving subjective feedback in the form of negative personality-based criticism disappears or significantly decreases with this approach.
  • They get a diagnostic instrument that facilitates self-management, because real-time reviews give examples of effective (or ineffective) behavior and convey information on what the individual must start, stop, or continue doing.

Companies can start leveling the playing field by redesigning their performance appraisal system with a few simple steps:

Simple performance management

Make it easy for your employees to give feedback

Deliver a platform that enables your employees to give fast feedback, provide reviews of their peers and track their attainment of goals.

  • Allow employees to track their progress against pre-defined goals and monitor their own performance improvements
  • Send 360 feedback requests to an employee’s colleagues to gauge performance and empower them to do the same for their peers
  • Make it easy for employees to provide and receive real-time recognition, feedback and social praise

Project Management

natural hr performance program

Track performance trends

Muira Puama: Sometimes referred to as “potency wood”, muira puama helps support your ability to obtain and maintain an adequate blood flow circulation. It is also a natural libido booster to get you in the mood for sex.

Performer 8 Reviews: Negative Side Effects or Real Benefits?

April 22, 2021 22:46 ET | Source: Marketing By Kevin Marketing By Kevin

Homewood, Illinois, UNITED STATES

New York, NY, April 22, 2021 (GLOBE NEWSWIRE) —

Unfortunately for men, performance issues in the bedroom can strike at any time. Age, anxiety, and physical health issues can all interfere with a man’s ability to perform in the bedroom.

Up until now, the only solution available was “the little blue pill”, which unfortunately can do more harm than good. Plus, as many men have experienced, the unwanted side effects outweighed the benefits.

Thankfully, a new solution for men’s performance exists in the form of natural male enhancement. These products contain vitamins, minerals, and powerful herbal extracts to restore a man’s sexual performance.

Out of all the male enhancement products currently on the market, none have the track record of a product known as Performer 8. Its’ clinically studied ingredients have helped thousands of men restore their confidence, libido, and performance. If your sex life isn’t what you want it to be, then Performer 8 may be the right product for you.

What is Performer 8 & How Does it Work?

Performer 8 is a natural male enhancement supplement to improve sexual performance in eight different ways. It was formulated by a team of European scientists, formulators, and experts in male nutrition who understand the male body and its’ needs related to sexual function.

Its’ eight pronged approach can help men revitalize their sexual stamina, strength, and vitality.

So what exactly are the eight ways Performer 8 can help boost your performance?

Revitalize sexual stamina: Performer 8 is formulated to help tackle poor stamina by “keeping your brain and body in sync and focused” so you are able to satisfy your partner fully with bigger, stronger energy.

Skyrocket sexual desire: Low libido is all too common in men nowadays. The powerful aphrodisiacs in Performer 8 can change that by improving your natural desire and appetite for sex.

Increase natural testosterone: Low testosterone is the enemy of male sexual performance. Testosterone is the key male hormone needed for a healthy male libido, sexual stamina, endurance, and overall performance. Performer 8 contains several herbal extracts known to support healthy testosterone levels.

Prevent premature ejaculation: It’s not uncommon for many men to “arrive too early” when having sex. It happens to virtually every man and Performer 8 helps men last longer and have better control of their blood flow stamina.

Increase hardness & girth: Poor erection quality is a result of bad blood flow. Performer 8 contains several powerful herbal extracts that naturally help you improve blood flow and “trap” blood where it needs to be so you can maintain a harder, longer manhood member.

Improve sexual focus: Despite what society may say about men, they aren’t always ready to have sex at the drop of a hat. This desire and focus drops even more after the age of 40. Performer 8 has sourced the most potent natural ingredients available to maintain focus, relieve stress, and support a healthy desire for sex.

Increase sperm volume and motility: Every man wants a bigger climax and Performer 8 has clinically studied ingredients that help increase semen volume, concentration, and motility. According to the manufacturer, many Performer 8 customers claim their orgasms have become more intense with a stronger finish as well.

Boost self confidence & self-esteem: All eight of the above improvements lead to improve self confidence and self-esteem in men. Men feel better about their size, libido, desire, and overall performance simply by adding Performer 8 to their life.

Ingredients in Performer 8

After countless hours of research by medical professionals, experts in male nutrition, and scientists, the Performer 8 formula was born. Inside each capsule of this revolutionary male enhancement supplement are nine clinically backed ingredients known to support libido and performance.

These nine ingredients inside this potent formula include:

Muira Puama: Sometimes referred to as “potency wood”, muira puama helps support your ability to obtain and maintain an adequate blood flow circulation. It is also a natural libido booster to get you in the mood for sex.

KSM-66 Ashwagandha: This patented form of ashwagandha has demonstrated an ability to improve testosterone levels, improve sexual desire, and lower cortisol levels in several clinical studies. It may also reduce stress and enhance sexual performance.

Ferrous Bisglycinate: This special form of iron is calmer and easier to digest than regular iron. It is proven to support healthy blood flow that can keep you harder for a longer period of time.

Maca: Located in the high elevations of the Andes Mountains in Peru, maca is one of the most well known natural aphrodisiacs. It also has been shown to boost libido, reduce the symptoms of erectile dysfunction, and enhance energy levels and stamina.

Panax Ginseng: Panax ginseng has been used to improve sexual function for centuries. Studies have found men taking panax ginseng can improve their erectile function, stiffness, penetration, and overall sexual satisfaction.

Horny Goat Weed: As the name would imply, horny goat weed is a natural libido booster. It also contains a flavonoid called icariin, which may inhibit an erectile deflating enzyme known as PDE5. It also acts as a natural vasodilator to help improve blood flow.

Grape Seed Extract: Grape seed extract helps increase nitric oxide levels in the body. Nitric oxide is a chemical produced by the body that widens blood vessels. Increasing nitric oxide levels can improve blood flow for a thicker, fuller-feeling shaft.

Pine Bark Extract: Pine bark has been clinically studied and proven to improve sexual function and satisfaction. Researchers noted that men suffering from diabetes experienced the greatest increase in normal sexual function.

Glucuronolactone: This naturally occurring compounds helps relieve oxidative stress and protects the blood vessels. It may help support overall circulation to support healthy blood flow arousal.

Can Performer 8 Really Work?

Male enhancement supplements are a dime a dozen nowadays, which is why finding the right one that can actually deliver on its’ promises is tough. Thankfully, Performer 8 is one of the only natural male enhancement supplements that contains clinically studied ingredients – and only clinically studied ingredients.

For example, one double blind, randomized study found men taking pine bark extract saw a 22% increase in erection function and satisfaction. Men with diabetes saw a 45% improvement in overall sexual function.

Another study of 45 men found that after 8 weeks of taking panax ginseng saw an improvement in male genitalia function, stiffness, penetration, and maintenance.

Muira puama has been shown to deliver results in as little as two weeks. In a double blind study, 51% of men saw an improvement in their heightened libido and 62% reported better libido after taking muira for just 14 days.

So to answer the question – can Performer really work? The answer is undoubtedly, yes it can and will work. Its’ ingredients are clinically proven to improve sexual performance, which is why Performer 8 is so beloved by its’ users.

Side Effects of Performer 8 – Is Performer 8 Safe?

The best thing about Performer 8 is that not only is it incredibly effective – it is safe too. Its’ ingredients were carefully selected out of the hundreds of herbal extracts available. Only the safest, most effective ingredients were included and they were dosed with the same doses used in various clinical studies.

This is why Performer 8 does not possess any known side effects. It does not contain any risk for negative reactions either. It is tolerated extremely well by the thousands of men who use it every day without any negative reaction.

Although Performer 8 has demonstrated an incredible ability to deliver results in a safe, effective manner, you should still consult a medical professional if you have any doubts about the safety or effectiveness of this product.

How Long Does it Take to See Results?

As with any supplement, results vary from person to person. They can vary based on age, genetics, diet, and environmental factors like location. However, most men begin to notice at least some changes within the first few weeks of use.

In general, it is best to give a supplement 30 to 60 days before you make a judgement on whether or not it is working. However, given the fact Performer 8 has clinically studied ingredients, you’re almost guaranteed to see some benefits within the first few weeks of use.

As you continue to use the product, you reach your peak performance within a few weeks. At that point, Performer 8 should just be part of your daily routine so you can perform your best whenever the time strikes.

Four Reasons to Order Performer 8

If you’re still unsure whether or not Performer 8 is the male enhancement supplement for you, consider these four reasons to order this incredible natural male enhancement product:

Every ingredient is clinically studied: Every single ingredient added to Performer 8 has been clinically studied and is proven to support libido, endurance, blood flow stamina quality, or pleasure. No other male enhancement product can claim that.

It was properly dosed for maximum effectiveness: Too many male enhancement supplements just throw ingredients in a capsule and don’t care about dosage. Performer 8 was carefully dosed using the exact dosage found to be effective in clinical studies.

It is overwhelmingly safe: Performer 8 is stimulant-free and it contains no artificial ingredients, fillers, additives, or anything dangerous. It is tolerated extremely well by its’ users and has a reputation of being incredibly safe. In fact, there are no side effects to taking Performer 8.

It has a lifetime guarantee: Most male enhancement products offer a measly 30 or 60 day guarantee on their products. Performer 8 offers every customer a lifetime guarantee on their product. If you are not satisfied with the product, you can return it to the manufacturer at any time and get a full refund for your purchase. That’s how confident the manufacturer is in their product.

How to Buy Performer 8

There’s no question about it – Performer 8 is one of the most effective natural male enhancement supplements on the market. Whether you suffer from low libido, poor stamina, or poor overall performance – Performer 8 can help you.

If you’re ready to perform like never before, then you need to visit the official website and order from one of these packages:

  • One bottle: $64.99
  • Three bottles: $129.99, $43.33 per bottle
  • Six bottles: $194.99, $32.50 per bottle

No matter which package you select, you’re covered by a no questions asked, lifetime guarantee. If for any reason you are not satisfied with your results with Performer 8 or don’t think Performer 8 is working, then you can receive a full refund for your entire purchase of Performer 8. That’s how confident Performer 8 is in their product.

Final Thoughts

There has never been a male enhancement product available for purchase that has been as powerful or as effective as Performer 8. It’s why despite its’ relatively new appearance on the market, it has already helped thousands of men restore their confidence and performance in the bedroom.

Whether you’re a man looking to improve his libido, stamina, or overall performance, Performer 8 can help you. If you are ready to perform like never before and want to experience the most satisfying sex of your life, then you need to order Performer 8 today!

Contact Details: Performer 8

Email: [email protected]

Phone: +1(929) 242-4275


This product review is published by Marketing By Kevin. Marketing By Kevin reviews are researched and formulated by a group of experienced natural health advocates with years of dedication and determination to finding the highest quality health products and wellness programs available. It should be noted that any purchase derived from this resource is done at your own peril. It is recommended to consult with a qualified professional healthcare practitioner before making an order today if there are any additional questions or concerns. Any order finalized from this release’s links are subject to the entire terms and conditions of the official website’s offer. The researched information above does not take any direct or indirect responsibility for its accuracy.

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