All too often in many companies, performance reviews are treated as an annual event. But in order to truly be useful, evaluating employees and providing feedback should really be a continuous function in every organization - all the time. It's not enough to tell someone retrospectively once a year how he or she fared over the course of twelve months, nor does doing so fully capture an accurate picture of that individual's value to the business, or lack thereof.
Every employer has daily opportunities to provide employees with information about their performance that is accurate, constructive and actionable. On the positive side, this does not mean that a pat on the back is necessary every two seconds. In fact, it reminds me of my first boss who told me that I should assume I was doing fine as long as I didn't hear from her. I think her exact words were, "No news is good news." That was her way to give me the information I needed without having to interrupt me from my work to say that I was doing a good job. For me, it was very effective because I knew she was pleased, until she wasn't, in which case she told me on the spot. But what made it all work was that my annual review became a review of the conversations we'd had as well as a forum to plan out a strategy for the weeks and months to come.
More...
0 comments
Post a Comment