Two Big Reasons Year-End Performance Reviews Don’t Cut It Anymore

Most employees and their managers believe that yearly performance reviews are counterproductive and disengaging.  Managers at our clients consistently cite performance reviews as one of their most dreaded management tasks.  Similarly, the majority of employees we ask dislike and distrust the overall performance management process in terms of accuracy, fairness, transparency, timeliness and clarity.

We believe that year-end performance reviews don’t cut it anymore for two reasons:

1. They happen too seldom to make a real difference in an employee’s behavior and 
2. They are often falsely influenced by recent performance rather than by a balanced review of the entire twelve month period 

Performance management training experts say that, to keep your team performing at their peak potential, you should:

• Plan more frequent appraisals that are not just about promotions and bonuses
• Guide performance the way an athletic coach does…on the spot
• Give feedback not just when you see behavior that needs “fixing” but also when you observe the behavior you seek
• Ensure that expectations (for both success and failure) are clear, achievable, and meaningful

It’s all about motivation, feedback and continuous improvement. When you are in close touch with your team members, you have a much more influential role in their engagement and performance. Be there to answer their questions, remove roadblocks, clarify expectations, encourage them to stretch outside of their comfort zone, and to feed their natural desire to improve. Give them feedback year-round…not just year-end. 

Learn more at: http://www.lsaglobal.com/performance-management-training-consulting/