Earlier this month, the Wall Street Journal reports that 58% HR professionals give their own performance management systems a grade of C or below. Some go as far as saying performance reviews are hurting companies and should stop.
So why do we keep doing them?
Because it’s easier than the alternative.
Feedback needs to be authentic, consistent and delivered in real time. With “real time” defined as once a situation has come to the managers attention and with emotions enough in check to have a fruitful conversation.
Performance reviews are a crutch. A process created by HR that creates a neat little container for 60 minutes of directed feedback a year.
I’ve been counseling my clients for years that if there are any surprises in a performance review, they’re not doing their job right.