As we slide through the end of the year, you’re probably considering the dreaded task of the annual review. This task is intended for managers and employees to discuss contributions and make a plan for the following year. But is an annual review even necessary? Are they actually causing more harm than good in some cases? Before you step into that meeting, consider these thoughts about year-end reviews and determine what really works for you and your business.
Are performance reviews a waste of time?
More and more large organizations are doing away with the annual review. While the process intended to hold employees more accountable, it doesn’t result in the kind of development modern businesses are looking for. Instead, it singles out employees and makes them more defensive, not less. It may be time for your organization to ditch the formal review process.
What is the value of your review process?
The most important thing to know is whether or not your annual reviews are bringing value to the workplace. Is it causing more anxiety for your management team or employees? Are they both walking away from the meeting with renewed motivation? Or are people simply going through the motions because it is required?
Is your review process often enough?
One challenge is that an annual review doesn’t actually solve any performance issues. Companies that do more information review processes throughout the year, either every quarter or 6 months, are finding that their employees are more motivated because they feel empowered by the feedback.
Is there harm in waiting to share feedback?
In fact, there is ample evidence to show that waiting for an annual review to provide feedback can negatively impact the performance of employees. Rather than giving them the tools to correct behaviors, they’ll feel as though there are being criticized by individuals with more power. It is better to provide specific examples of things that need to improve but do it along the way as the concern arises, not all at once.
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