For many of us it is that time of year…annual performance reviews! There always seems to be two types of people, individuals who relish the opportunity to sell themselves and those who struggle to the point of avoidance racing to get something submitted by the deadline. In addition, no matter which type of person you are, we all have to find the time to get it done. If you have direct reports, you have to add in the time to complete your employee reviews too! Let the fun begin!
But wait, it can be fun and it doesn’t have to take up a ton of your time! Let’s face it, most companies conduct annual reviews. It’s a great opportunity to wrap up the year by recognizing achievements and drafting ideas for what we can focus on next year. The reason they are so painful, we wait until the end of the year to do it.
It’s an easy fix...review and document performance more often. In fact, the more frequently employees and managers meet the better. It does not have to be a formal discussion, but a quick review of each goal/objective that covers the “did wells and next times”. Even our day-to-day discussions relate to objectives and performance. If we take the time throughout the year, we eliminate surprises at the end of the year and reduce the amount of time we spend typing up our reviews. We can make the annual performance review what it should be, a formality or wrap up, not a forced event.