Many managers have long wished they could chuck the formal performance review, but until very recently, no alternatives to the replace that clunky, corporate institution seemed viable. However, a number of employers have begun dropping the annual sit-down in favor of more frequent, less-formal meetings. Fulfilling the needs of Gen Y workers for continuous feedback is what’s driving the change, according to one NPR report, but workers of all ages say they welcome the shift.
Does your organization still rely on annual reviews? Are you contemplating changes? Share your experiences here, and your comments could be featured in SmartBrief on Workforce.
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Our company does reviews monthly to sit down with employees and discuss their goals at our company, their current progress towards previous goals, and to generally get feedback about how they feel at our company and give us tips on what we can also improve on.
This is great. I hate the annual review. I'm gen y and a year is way too long to hear feedback.
An annual review can have its place, but only within a broader program of ongoing, frequent and timely recognition as the most effective means of performance management.
When deployed according to best practice so a strategic employee recognition program is available as a peer-to-peer option as well as manager-to-employee, recognition becomes a positive and ongoing form of 360 degree performance assessments in which anyone in the organization can positively acknowledge the contributions and effectiveness of their teammates. These “recognition assessments” and kudos can then be used during the regularly scheduled performance review as an additional data point on the strengths (John has been recognized repeatedly for innovation) and even weaknesses (but John has been recognized only once for teamwork) as potential areas of improvement.
This presents a much more rounded view of an employee's contributions that managers may not even be directly aware of.
More on this concept of recognition as performance management tool is available here: http://globoforce.blogspot.com/search/label/perfo….
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