If the Annual Performance Review(APR) is dead, then it’s time to bury it and move on to something that actually works.
Why is it dead? Have you ever had an effective APR–i.e., one in which you actually learned something useful about how to improve your performance? Have any of your colleagues? Their direct reports? Probably not. So why do we continue to inflict this cruel and unusual punishment on the employees who have to sit through them, and the managers who have to deliver them? I can see no reason.
Let’s take a look at some of the reasons why the APR is such a failure.
Reason #1: Timeliness
“Feedback delayed is feedback denied.” I don’t know who said that but I strongly concur–as do Human Resource studies. What use is being told 9 months later that your presentation was terrible? There is no use, except to confirm what you already felt about this company.
Reason #2: Specificity
To be continued. Please add your thoughts as we go!