Many workplaces despise the annual performance review and see it as a chore rather than an opportunity to improve their team. These feelings stem from comprehensive reviews that are time consuming, confusing and at times seem irrelevant to the business objectives. If this is your company’s culture and feelings toward annual reviews a much needed performance review system overhaul is needed!
First, we need to look at what is performance management and how it relates to the annual performance review. As a manager we are responsible for helping employees achieve goals and expectations through the development of a positive relationship and work environment that will allow the person to perform to the best of their abilities. Performance management and your annual review is not an event but rather an ongoing process.
Some common issues that exist with problematic performance management systems include…
Lack of management buy-in
Performance objectives are set w/out employee input/feedback
Employees are unaware of expectations
Outcome/follow up from appraisal is never taken
If these issues exist with your current performance management system a much needed overhaul of your system is needed!
In coming posts I will review solutions for these common issues and help you begin running an efficient and productive team based around sound performance management principles.
