It's Time To Say Goodbye To Annual Performance Reviews
Jacob Morgan
5x Best-Selling Author, Futurist, & Keynote Speaker. Founder of Future Of Work Leaders (Global CHRO Community). Focused on Leadership, The Future of Work, & Employee Experience
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If you’re like most employees, you dread annual performance reviews.
So why are they still happening at most companies around the world??
I've long shared my disdain for annual performance reviews, and I'm not alone. Research has found that most annual performance reviews are ineffective because they provide feedback without context, are typically one-sided towards the employee, and don't actually improve performance. One study found that just 14% of employees agree that performance reviews inspire them to improve.??
There has to be a better way.
Instead of getting feedback just once a year, companies need to create a more constant feedback system. Instead of waiting eight months to get feedback, an employee can get feedback the same day and start applying it right away.?
Many companies are afraid of totally ditching annual performance reviews, but there are still a few things you can do:
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Feedback is important. The idea behind annual performance reviews is solid--employees need feedback to grow and improve. But the execution is often flawed and can be greatly improved.?
No matter your role in the company, you can take a stand against annual reviews and work to create a culture where feedback happens all the time, not just once a year.
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CEO Eyes on HR | Franchise Strategy | Talent Expert | HR Consultant | ADHD Coach | Business Strategy Coach | Employer Branding | Fractional VP of HR | Speaker
2 年I agree, regular feedback is much better than an annual one time review. We need to remember to document those regular feedback sessions and measure against set KPI’s to fairly rate performance. At the end of the day, the rating impacts salary and bonus while the feedback ideally drives employee development and performance.
Account Team Manager @ Boone Center, Inc. | Contract Terms
2 年I meet with my team members 1-1 at least once a month if not twice then I do a bi-annual review. Then we have department meetings every couple of months. I tell my team that when annual reviews do approach, there should never be any surprises.
Salesforce Consultant / CRM
2 年Interesting! I like
Strengths Performance & Career Coach | Certified Mentor Coach | Master Solution Focused Practitioner | ICF Brand Champion | MBA | MSFP | ACTA | BNI Premier Singapore
2 年I've voiced out over time with several leaders how I don't think an end of the year performance review really works. Why isn't the feedback openly given over the year rather than at the end of the year? We just lost a full year! With periodic feedback, even over a cuppa at the pantry, probably would have made a positive impact on the work outcome & the business even! It's also how that feedback is given. Here's a simple framework managers can use to give feedback: https://lifeskillsinstitute.sg/f-u-e-l-a-feedback-framework/ The article also has a link to tips on giving corrective feedback which may be useful to managers too.
HR Innovator | Fractional HRBP | Coaching Your Way to a Transformed Workplace Culture
2 年Exactly!! Please check out my podcast creating a Culture of Feedback where I address this with my colleague Jennifer Zweifler https://www.buzzsprout.com/1929775/10543373