Traditional performance reviews have moved far off the mark in growing, engaging and retaining talent. The entrenched practice is too focused on a one, maybe two times per year sit down with a laundry list of inconsequential feedback with ratings that put more weight on personality than on results. Creating frequent feedback touchpoints is far more effective for Leader-Managers, and more engaging for employees. It’s time performance reviews got reinvented. The way we work is simply not the same anymore.
For many organizations, we are just a few months away from the dreaded mid-year performance review season. Often perceived as an administrative burden at best, Leader-Managers rarely look forward to these. More disconcerting is that they feel ill-equipped to provide constructive feedback.
The traditional year-end appraisal method, developed decades ago, is clearly not effective anymore.
Accenture’s 2016 survey found only 34% of the 2,100 respondents see current performance management approach supporting business objectives. 89% believed their performance would significantly improve if performance management were changed.
Meetings start late and end later. The agenda – if there is one – isn’t followed. People arrive late, ill prepared, or not at all. The blowhard at the end of the table won’t stop talking. Those not staring at their phones are probably getting ready to jump in with their own speech. And no one is being held responsible for the actions that were decided during the last meeting.
"Why am I here?" you ask yourself "I have better things to do with my time."
Most meetings are a waste of time. Everyone knows it, we all talk about it, but no one does anything to fix it, right?
Effective leaders run effective meetings. They know their time, they’ve learned to control it, and the only meetings under their watch are the meetings that will help them meet their priorities.