{"id":4,"date":"2019-10-22T00:00:00","date_gmt":"2019-10-22T00:00:00","guid":{"rendered":"http:\/\/ic3.ca\/?p=1"},"modified":"2022-01-03T16:58:47","modified_gmt":"2022-01-03T16:58:47","slug":"annual-performance-reviews","status":"publish","type":"post","link":"https:\/\/ic3.ca\/annual-performance-reviews\/","title":{"rendered":"Why Annual Performance Reviews are Just Like Christmas Shopping in February!"},"content":{"rendered":"

Do you know anyone who loves Annual Performance Reviews?<\/h4>\n

Forget about \u201clove\u201d! Do you know anyone who even likes<\/u> Annual Performance Reviews? I don\u2019t! Not a single, solitary soul!<\/p>\n

And yet so many managers subject themselves and their direct reports to this agonizing process every year.<\/p>\n

Why?<\/p>\n

Well, in theory, the Annual Performance Review is supposed to be a time when we review the past year (yes, 12 whole months) with our direct reports, celebrating their achievements and pointing out their shortcomings, all in the interest of setting some \u201cself-improvement\u201d goals for the coming 12 months.<\/p>\n

Who can remember all the achievements and shortcomings, going back 12 whole months? OK so we know our memory isn\u2019t that good so we should make little notes throughout the year and slip them into the employee\u2019s file.<\/p>\n

Good idea. Just like doing my Christmas shopping in February! Another good idea, but do you know anyone who does it? Besides, of what use is it to your employee to relive a goof they made 9 months ago?<\/p>\n

So why don\u2019t we scrap the Annual Performance Review altogether?<\/p>\n

In fact, I suggest we overhaul the entire Performance Management<\/a> process. Here\u2019s a proposal:<\/p>\n