Re:Get Rid of the Performance Review
by HeyLaughingBoy on Monday October 20, 2008 @06:04PM
(#338377)
Absolutely!!! Where I work we try to take on the attitude that the review is a formality: the employee should already have a good idea of what's coming. The reality falls short of that, but give us credit for trying :-) The review covers everything from what you did during the year to what you need to do next year. Basically we have a set of core competencies that you must have, depending on the kind of work you do and one of the reasons for the review is to make sure you get the training you need.
My personal take, and what I try to do with my reports, is to give periodic feedback, good or bad. That way people have plenty of time to either bask in the glory or improve before the final review is upon them.
I like your strategy. Would you mind my pinging you for your thoughts in the future?
Your profile didn't have your email listed - if you could shoot me an email at gupta[at]ididwork.com I'd really appreciate it!
If performance reviews were that useful, why are they done only once a year? I feel like this should be a weekly conversation. Employee growth needs constant attention, but unfortunately it only happens for a handful of hours once a year.
My attitude is more pessimistic. I feel like these reviews are only useful for HR, so that they have a paper trail in place in the event that an employee needs to be terminated.
Edit: Just so my intentions are clear, I'm a cofounder of ididwork