No more annual performance reviews?

The article, "What's After Annual Performance Reviews? Never-Ending Performance Reviews" was featured in Bloomberg Business in October 2015.  Take a look at the article.  I am glad that annual performance reviews are evolving into an on-going feedback process.  As long as colleagues are given guidance on how to provide feedback, are professional in providing the feedback, and there is a clear process/timeline in place to provide and receive feedback, the process will work.

Making the performance review process painless

This time of year, managers and employees start preparing for the end of year performance reviews.  It can be a very time consuming activity and stressful since the results of the review influence compensation awards and promotional opportunities.  Why does the process have to be so painful?  It doesn't have to be.

The key to a painless performance review process is to ensure that constructive feedback has been provided throughout the year.  The content from the discussion at year-end should not be a surprise to anyone.  Another important factor is the relationship between the manager and employee. If the relationship is one of respect, openness and support, the ongoing feedback or mini-reviews will be received positively.  Managers should avoid being judgmental in their assessment of their employees, act as an advocate for them, listen to them, focus on their strengths, and yet be clear on what the performance expectations are and if they have been met.