Monthly Archives: February 2023

This is the Year for Performance Appraisals

It’s everyone’s favorite time of the year! Performance Appraisals!!!

“waits for the collective cheer*

Well… this is a little awkward. I guess we might be on our own with excitement for performance appraisals. But hear us out before you rule out performance appraisals for your team!

The Benefits of Performance Appraisals

When done correctly, performance appraisals have proven to:

  • improve employee performance
  • increase employee engagement
  • clarify expectations
  • determine training or coaching needs
  • allow for improved conversations between employees and supervisors

With all those benefits, it’s mind-boggling that more employers are not leaning into performance appraisals. However, to receive these benefits, it is important to structure your appraisal process based on your company goals, vision, and values.

The Correct Performance Appraisal Process (For Your Business)

Now that you are convinced of the benefits let’s talk about your options! There are Traditional Performance Appraisals, 360-Degree Reviews, Self-Appraisals, Employee-Initiated Reviews, Group Performance Appraisals, Upward Appraisals, and more. Hopefully, we haven’t lost you! There is no one size fits all solution for performance appraisals.

At Innereactive, we wanted something that was less formal, more frequent, and ensured employees were living by our values. We landed on monthly appraisals where we focus on one value each month and three to five supporting questions that allow for deeper exploration of employee satisfaction and career development.

What to Discuss During a Performance Appraisal

Career growth. Career growth. And… what was the last one… oh yeah… career growth. We’re only half kidding. If you were to ask your employees what they wanted from you as an employer (and this is something we highly recommend you do), it would probably be a conversation around career growth and development. According to LinkedIn’s 2019 Workforce Learning Report, 94% of employees say that they would stay with an employer for longer, if they invested in their career development. So if you are not using your performance appraisals as an opportunity to discuss career development, it is a missed opportunity.

Tips for Discussing Career Growth

When discussing career growth and development with employees, it is important to understand and care about each employee’s career growth dreams and expectations. However, it is even more important to keep the growth ownership with each employee. As a manager, it is not your responsibility to push each employee toward career growth. It is your responsibility to:

  • provide opportunities for growth to each employee
  • promote from within when possible
  • prioritize employee learning and development
  • take a personal interest in your employees

The last one is a must for this process to be successful and employees will know if you are faking it.

If you need help getting started, our team of dedicated marketing strategists is here to offer consulting services to discuss the challenges you anticipate facing and explore the solutions you can implement to have a successful performance appraisal process. Our goal would be that every employee and employer shares in a collective cheer when it is performance appraisal season!


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Heather Morrison
Heather is the VP of Operations at Innereactive and we are lucky to have her. She has over five years of experience running an HR department and enjoys helping businesses like yours find solutions to their HR needs.

The Importance of SMART Marketing Goals

r FoFor F ie, amp ExForWhether you are trying to boost social media engagement, grow brand awareness, increase website conversion rates, or generate new leads, having defined marketing goals for your efforts is important. Without a defined marketing goal, your team may become misaligned, focusing on individual efforts instead of your overall goal.

Marketing Goals Outline the Intentions

Having a clear goal helps make clear the intentions of your organization when you have an internal marketing team or are hiring a marketing agency. Knowing the intentions for growth helps the marketing team determine where to focus their resources and energy. When working with clients, we believe it is important to establish marketing goals before outlining the services we recommend. If a business is looking to bring in new clients our recommendations for marketing services will be entirely different from the client who has a maxed-out client load and is looking to increase revenue per client.

Goals Provide a Way to Measure Success

Without a marketing goal, you cannot prove your efforts were successful. If you have ever spent money on a marketing campaign and then struggled to answer, “was it worth it,” you are not setting clear enough goals. Setting goals can be more complicated than one initially wants to believe. Goals that follow the “from x to y by when” model are a great starting point, but there is more. It is important to set realistic, achievable goals.

For example, if you set the sales goal of “increase annual first-time sales from $300,000 to $500,000 by the end of the calendar year” that’s great! However, over the past two years, your annual first-time sales have only grown each year by $20,000. In this scenario, it’s important to have a concrete plan for how you plan to go from an average of roughly 7.5% to 67% growth. If you aren’t making major changes to the status quo, you shouldn’t expect to see major changes in the outcome.

Steps to Achieve Your Marketing Goals

Even if you have a goal that is Specific, Measurable, Achievable, Realistic, and Timely (SMART), you are not guaranteed to succeed.

  • Generate Team Buy In | If at all possible, have your team assist in the process of determining the team goals. Teams without buy-in are more likely to lose focus of the goal.
  • Consider the Whirlwind | The Whirlwind was made popular by FranklinCovey and it discusses the importance of the day-to-day activities that need to be completed for the business to run. Never set a goal that doesn’t first consider the essential action items a team has to complete.
  • Create Bite-Sized Milestones | After establishing your goal, create smaller milestones that can act as stepping stones to the larger goal. When each of those milestones is achieved, celebrate the success to keep your team motivated.
  • Set Up a Scoreboard | Create a scoreboard that measures the team’s progress toward the goal. Allow all team members to check whenever they want. This generates ownership and creates a visual reminder of how close or how far away from the goal you are. Report on this progress weekly or monthly to ensure you are on track!

Whether you need help setting goals or implementing marketing campaigns to achieve your goals, our team of dedicated marketing strategists can assist and help your business grow!


Name(Required)
What marketing services are you interested in?(Required)

Heather Morrison
Heather is the VP of Operations at Innereactive and we are lucky to have her. She has over five years of experience running an HR department and enjoys helping businesses like yours find solutions to their HR needs.