7 ways you are screwing up performance reviews (and what o do about it)
I get calls at this time of year from leaders in organisations who have left the mid-year assessment to the last minute (or their managers have). Regardless of which side of the review they are on, they all say something like: “Phil, I hate these things. They are such a waste of time. They just do more harm than good”. They seek help to make the performance appraisal process more palatable for them, and more valuable for the organisation. It raises an important question- should organisations do away with performance appraisal processes? My simple answer is an emphatic NO. Performance reviews are critical on a number of levels, and simply because people perform them poorly is not a signal to ditch them, but rather a signal to somehow do them differently. Why are they critical? Performance reviews are important for individuals and for organisations. They provide the link for learning
