The Slacker Manager blog starts a post on annual performance reviews and then connects on some important performance management ideas in 5 Habits of Highly Successful Slacker Managers.

Three of the five habits are listed below:

Link your firms goals, to your departments goals, to your teams goals, to your goals, to your associates goals, and share the links with your team.

Focus on your, and your teams, strengths, and find ways to partner with those who can fill in the gaps.

Note that these habits demonstrate how organizations can achieve greater success by shifting responsibility from top down management to empowering people with the collaborative tools they need to take charge of goal, career, performance, and succession management.

Empower Employees. Deploy tools that employees can use to take charge of their careers so they can build collaborative networks with their peers, see dynamic career paths, and have new internal employment opportunities pushed to them on a regular basis.

Empower Managers. Offer a single, unified view of talent management information and processes on a single screen with easy-to-use collaboration and communication tools.

Empower Executives. Establish real-time succession plans for top managers and high potential employees with immediate visibility into key talent information to drive better business decisions.

Empower HR. Transform talent management practices and build a new mindset throughout the organization with the executive decision support, manager operational tools, and employee personalized self-management tools everyone needs.

We all know the annual ritual of performance evaluation is not working. We need tools with a superior user experience that deliver real business impact. The new high performance workforce and workplace require business goals aligned with people, real career mobility and development, agile succession plans, and holistic performance views. In other words, Performance 2.0: Empowering the Next Level of Business Results.