Beingaleader means you need to re-think and re-do performance evaluations. Yes, everyone needs to be evaluated. But the current mindset of annual performance reviews is broken, in my opinion.
First of all, performance reviews reflect and discuss issues that might have occurred over 12 months ago. How would you like to be reminded of the good, the bad and the ugly that you did 12 months ago? What if it was bad, but now things are good? How does that reminder of the bad help anyone? In fact, it likely discourages you in the present.
Second, they are seldom used to give raises for work done well. They are often just used to give lesser raises to those undeserving of them. If one of the corporate stated purposes of annual performance evaluations centers around worthiness of raises, then it actually should. A good review should provide a higher raise. Not just using a bad review to lower the raise. I’ve seen this over and over.
Finally, the whole point of performance evaluations should be to let people know how they are doing. To give them encouragement, redirection or explanation of how you perceive their work. If that requires an annual review, you’re doing it wrong. Those encouragements, re-directions and explanations need to happen regularly. I believe you are failing as a leader if you need the annual crutch. It’s turned more into a corporate requirement that becomes a burden vs. being helpful to anyone involved.
Beingaleader means you need to re-think and re-do performance evaluations. Make a change today.
Being A Leader 