An interesting perspective is probed in the article below: the concept that annual performance reviews may be detrimental to a company. This annual walk-on-coals may actually do more to kill productivity and morale, than it brings to the company in review benefit. Sure, feedback is necessary. But management, like driving a car, is best done with a light hand: slight continual adjustments, rather than a once-a-year jerk of the steering wheel to keep the vehicle on track. Cars–and people–appreciate a smooth journey.

For those companies who exercise this type of review, it may be well worth a look at the full article. And such employee-relationship information gathering is precisely one of the things that we do at Chinnici Consulting — without the negative effects as described below.

 

Talent Executive Says Annual Performance Reviews Are Huge Morale Killers

Business Insider

Max Nisen

The annual performance review is one of the most ubiquitous features of working in corporate America. A vast majority of companies do some version of them, tasking managers with rating employees numerically

Anyone who’s been through the process, either producing or receiving such evaluations, can testify to how unpleasant it is. It’s fundamentally uncomfortable to either have a year, or many years, of work reduced to a number, or to do that to somebody else.

The Washington Post’s Jena McGregor reveals that in addition to being frustrating, traditionally performance reviews can be incredibly ineffective. High ratings don’t necessarily correspond to high performance, and they have been found to restrict creativity.  (more)

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