{"id":3125,"date":"2026-06-19T11:30:30","date_gmt":"2026-06-19T11:30:30","guid":{"rendered":"https:\/\/coachannachoi.com\/?p=3125"},"modified":"2026-06-19T11:30:34","modified_gmt":"2026-06-19T11:30:34","slug":"%ec%84%b1%ea%b3%bc%ed%8f%89%ea%b0%80-%ec%8b%9c%ec%a6%8c-%eb%a6%ac%eb%8d%94%ea%b0%80-%ea%bc%ad-%ec%95%8c%ec%95%84%ec%95%bc-%ed%95%a0-%ec%97%b0%eb%a7%90%ed%8f%89%ea%b0%80-3%ec%9b%90%ec%b9%99","status":"publish","type":"post","link":"https:\/\/coachannachoi.com\/en\/%ec%84%b1%ea%b3%bc%ed%8f%89%ea%b0%80-%ec%8b%9c%ec%a6%8c-%eb%a6%ac%eb%8d%94%ea%b0%80-%ea%bc%ad-%ec%95%8c%ec%95%84%ec%95%bc-%ed%95%a0-%ec%97%b0%eb%a7%90%ed%8f%89%ea%b0%80-3%ec%9b%90%ec%b9%99\/","title":{"rendered":"The Performance Review Season: 3 Year-End Evaluation Principles Every Leader Must Know"},"content":{"rendered":"

When the evaluation season arrives, both leaders and team members become frantic. They scramble to meet targets in the remaining time and hurriedly look back on a year they can barely remember. The reason year-end reviews become so difficult is not due to a flaw in the evaluation itself, but rather the lack of a preparation process. An effective year-end evaluation is not built overnight at the end of the year. The process and growth experienced throughout the entire year must accumulate naturally to lead to meaningful outcomes and evaluations at year-end.<\/p>\n\n\n\n

The purpose of a year-end review is not simply to assign scores. It is to verify whether individuals have grown through their goals and whether that growth has translated into team and organizational performance. Therefore, evaluation should not be a one-time event at the end of the year, but rather something prepared continuously within the daily workflow.<\/p>\n\n\n\n

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First, if you have set goals, make sure to have mid-term check-ins.<\/strong><\/p>\n\n\n\n

Setting goals at the beginning of the year and racing toward the finish line without any checkpoints is ineffective. Goals do not end with setting them; you must continuously check if they are working well in reality. It is essential to have mid-term review sessions\u2014quarterly or semi-annually\u2014to check where things stand<\/p>\n\n\n\n

The critical point in this process is that it is not an evaluation for the sake of scoring, but a check-in to help achieve the goals. You need to discuss together what is going well, what is lacking, and what support is needed from you as a leader. When you adjust directions and provide necessary resources through mid-term check-ins, team members get the signal that they are not just holding out alone, but that you are moving forward together. This naturally leads to motivation<\/p>\n\n\n\n

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Second, request the team member's self-evaluation first during both mid-term check-ins and year-end reviews.<\/strong><\/p>\n\n\n\n

Instead of making the final judgment first during the year-end review, ask the team member to evaluate themselves first. Because mid-term check-ins have already taken place, it is difficult for team members to vaguely claim that they \"did well,\" and it allows them to look back on their year objectively.<\/p>\n\n\n\n

Self-evaluation is not a mere formality; it is a crucial learning process. As they organize which goals they achieved and to what extent, what they did well, and what was lacking in the process, team members begin to view their performance through facts, not just feelings. This increases the depth of the year-end review and serves to reduce the gap in perception between the leader and the team member.<\/p>\n\n\n\n

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Third, always address both strengths and areas for improvement during the evaluation.<\/strong><\/p>\n\n\n\n

One of the biggest reasons year-end reviews become burdensome is that they often feel like a place where only shortcomings are pointed out. Conversely, if you only talk about what went well, there is no direction left for future growth. An effective evaluation is one that addresses both achievements and areas for improvement together.<\/p>\n\n\n\n

Through their strengths, team members confirm what advantages they possess, and through areas for improvement, they gain hints for their next goals. When these two elements are addressed together, the evaluation ceases to be a meeting that merely wraps up the past and becomes a conversation that prepares for the upcoming year.<\/p>\n\n\n\n

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A year-end evaluation is completed with true meaning only when the process of checking goals throughout the year, communicating in between, and reflecting on oneself has accumulated. A year-end review that encapsulates process and growth does not end with a score; it becomes the starting point for the next year.<\/p>\n\n\n\n

If you are preparing for this year's year-end evaluation, try unpacking what kind of growth took place during the process rather than just summarizing the results. That conversation will transform into a time of growth for the coming year.<\/p>\n\n\n\n

#YearEndEvaluation #PerformanceManagement #GoalManagement #Leadership #TeamManagement #GrowthOrientedEvaluation #Feedback<\/p>\n\n\n\n

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Leader's one-on-one book<\/strong><\/p>\n\n\n\n

https:\/\/www.yes24.com\/product\/goods\/177186829<\/a><\/p>\n\n\n\n

Youtube in Korean<\/strong><\/p>\n\n\n\n

https:\/\/youtube.com\/shorts\/w3icckQ4T-I<\/a><\/p>\n\n\n\n

[on Amazon] Situational One-on-Ones book link<\/strong><\/p>\n\n\n\n

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