The snow on the ground and twinkling holiday lights visible during the 5pm commute home in the dark serve as reminders that December is upon us and it’s time to wrap up the year. Some may say it’s the most wonderful time of the year! ‘Tis the season for giving after all! Specifically, it’s the season for finding joy in giving with no expectation of getting anything in return. The Grinch in me finds it almost poetic that December also means it’s time for annual performance reviews—the season of giving hours of consideration to ratings, comments, and feedback with no … Read More
One of the most daunting tasks for new leaders is the first annual performance review of their team. Let’s set aside the usual laundry list of reasons why annual performance reviews are ineffective including the cumbersome talent management systems used to track them, the fact that the goals were set and forgotten a year ago, and time it takes to complete the process. The most frustrating part of it all is that they really don’t matter. A colleague of mine shared her first performance review experience as a manager:
As the end of the year draws near, many of us are engaged in the daunting task of creating performance appraisals for our team members. Few people enjoy filling out performance reviews, and even more find the process unproductive. Yet, in most organizations, it is a required management activity and it determines which employees are penalized or rewarded for their work. Raises and promotions are often tied to performance reviews, so it’s important managers are committed to creating an accurate portrayal of their team member’s work.