The annual review rarely elicits a positive response from employees, but what if it did? What if, instead of employees dreading their one encounter with their supervisor for the year, they looked forward to their monthly meetings with their leaders? Annual reviews are an outdated form of performance assessment. They often exist to review only what has happened, and they rarely communicate what could be accomplished.
Annual reviews are an outdated form of performance assessment.
What if employers began each employee’s orientation with an overview of expectations? When they evaluate and outline expectations from the beginning, and when they follow up with subsequent evaluations more frequently, employers can reduce costs and increase productivity. When communication is frequent, expectations remain clear. Employees need encouragement in order to be fully productive, and frequent meetings will give them the feedback they need in order to develop professionally.
For continued reading about annual reviews, see Kirk J. Hulett’s article “Getting to Know Your Employees”.
