Have you been frustrated with annual performance reviews? If so, you are not alone. Many people do not look forward to this annual event, whether on the giving or receiving end! 

Traditional annual performance reviews are not effective due to the long time interval between them. Also, they are often not based on specific, job-related performance measurements that have been agreed to upfront with the employee. This results in surprises — many times unpleasant ones.

Without clear performance expectations and measurement, the reviewer frequently resorts to subjective knowledge and feelings. When presented to the employee, it is no wonder emotions run high and employees take little ownership.

With annual reviews, it is difficult to remember what was going on three, six, nine or 12 months ago. This usually results in feedback being based on the most recent events rather than the full review period.

Informal performance discussions conducted monthly or every other month is the answer. These discussions are based upon clear metrics both parties understand and have agreed to previously. They provide an environment for a two-way discussion about the employee’s performance and specifically what will be done over the next 30 to 60 days. The outcome is a positive, practical and timely action plan with short-term accountability, which leads to real performance improvement and employee engagement.

Having regular performance discussions promotes a good coaching relationship and is much more enjoyable for both the employee and leader!

Read more on effectively approaching performance discussions.