Actionable Next Steps
What are actionable next steps? When conducted effectively, internal review processes can offer clear pathways for advancement, specific feedback, and actionable guidance, empowering employees to advance their careers. However, this isn’t the case for many Black, Latina, Native American (BLNA) women in the tech industry, who indicate receiving less candid and constructive feedback compared to…
What are actionable next steps?
When conducted effectively, internal review processes can offer clear pathways for advancement, specific feedback, and actionable guidance, empowering employees to advance their careers. However, this isn’t the case for many Black, Latina, Native American (BLNA) women in the tech industry, who indicate receiving less candid and constructive feedback compared to White women. Moreover, a Gallup survey found that only 14% of employees strongly agreed that their performance reviews inspired them to improve. It’s clear that refining pathways for advancement after reviews is critical for the entire workforce.
Having a performance review without actionable next steps is like driving a car without a destination; you might move forward, but you’re navigating without a clear path or purpose. This lack of direction can leave employees feeling adrift and uncertain about their professional growth and can leave managers frustrated. Fortunately, companies can improve this process by guaranteeing actionable steps for growth immediately after evaluations.
Did You Know
Foster Skill Building
Only 30% of employees strongly agree their manager
involves them in goal setting. However these employees
are four times more likely to be engaged than other employees. Offering actionable next steps post-performance review can help individuals understand how their contributions impact the organization and encourage them to develop skills and behaviors that support the company’s mission and vision
Conduct Effective Reviews
A Gallup poll identified the three qualities that make performance reviews effective: achievement-oriented, fair and accurate, and developmental.
Guide Careers
Mentoring during job interviews ensures a more thorough assessment A study found that 49% of respondents believe that not
having access to good career advice negatively impacted their job trajectory. By identifying areas for
improvement and providing guidance on how to address
them, actionable next steps can help employees enhance
their work.
The Numbers
30%
Of companies are more likely to meet their financial targets if they conduct effective performance reviews.
94%
Of employees, according to LinkedIn, would be inclined to stay longer at a company if it prioritized investing in their career development.
45%
Of BLNA women in the technical workforce believe that providing actionable next steps for development or
advancement right after a performance
review had a significant impact on their decision to join, remain at, or advance
within their companies.
Policy in Practice
Meet Chloe, a recent graduate who just finished her first year in an entry-level engineering role. She feels ready to advance to a junior-level position
where she can take on more responsibility. While she is nervous about going through the annual performance review process for the first time, she
remembers that her company has a policy requiring every performance
review to be followed by actionable next steps tailored to the employee’s
career goals and areas for improvement. Chloe is excited to learn what
steps she can take to advance.
Chloe receives clear guidance on what she needs to focus on to enhance
her skills and the opportunities she can take to demonstrate her growth and
capability to fill a junior-level position. Over the following months, she diligently works on her action plan, meeting regularly with her manager to
ensure the planned steps are effective. As a result, Chloe gains more
confidence in her abilities, strengthens her skills, and within three months,
her manager officially moves Chloe into a junior-level engineering role as
they had planned.
Providing actionable steps for employees like Chloe enhances their career
development and contributes to the company’s success by fostering a
skilled and innovative workforce.
Policy Pairings
If you’re looking to supercharge your actionable next steps strategy, consider also implementing the recommended cornerstones:
- Provide accessible Internal Jobs Board
- Offer professional development programs
6 Design Questions
1
How can we use quantitative and qualitative data to identify how pain points differ for each group?
Use surveys and performance metrics to identify unique challenges employees face with performance reviews and next steps.
2
How can we offer employees multiple relevant options?
Provide personalized development plans, training resources, mentorship, and cross-functional project opportunities year-round to accommodate diverse learning styles and preferences.
3
Have we ensured that all options are accessible and easy to use?
Create a centralized platform where employees can access next steps, track progress with their reviewer, and provide reviewers with training and tools for effective reviews.
4
How are we communicating frequently and clearly about this practice?
Offer training for managers and employees on effective feedback and action plans. Send regular reminders via email, newsletters, or internal channels about the policy and contact points for questions.
5
How are we promoting a culture that encourages adoption?
Recognize individuals and teams who actively engage with actionable next steps, and managers who reinforce and follow up on them.
6
How are we continuously measuring impact and iterating as needed?
Track key metrics like employee engagement, retention rates, performance improvements, and feedback satisfaction, and request feedback from both reviewers and reviewees for process refinements.
Questions?
Get in touch at impact@rebootrepresentation.org