Years of experience in “enduring” the employee performance review process, coupled with facilitating many training sessions to client businesses on the topic, has validated one common denominator: the Managers and Employees alike involved in this ritual have a general, mutual dislike for this obligatory activity!
Performance management entails a desire to develop individuals who have the necessary competence to achieve organizational and individual objectives.
Performance reviews are one element of this development process, with the ultimate goal being for the employee to improve the quality and efficiency of their contributions to the organization.
If conducted properly, this will serve as a springboard for elevating that employee’s productivity and morale.
The frustration surrounding the review process typically arises from a combination of factors including:
- seeing the procedure as a task versus a development opportunity
- unclear expectations surrounding job responsibilities
- insincere feedback or evaluations
- poor preparation
- lack of diligence in documenting ongoing performance
- inconsistent communication
- not caring!
Give this some thought during your next round of appraisals to consider if you can possibly yield more meaningful results that will benefit both you and your team.
Leadership Strikes 
You are so right! And the fear of confrontation often derails “real” conversation that will make a difference.
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[…] reference to a prior blog on “The Review”, this process is often challenging and ineffective in terms of generating the desired performance […]
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