Performance Improvement: Once Per Year is Not enough

Performance Improvement:

 That Single Annual Review Simply Won't Produce Measurable Change

  Most companies participate in the mandatory "Annual Performance Review", often dreaded equally by both management and employees alike.

 As someone who has endured far too many of these psychologically irritating sessions at a variety of different companies, as both the giver and the receiver, I can assure you that the majority of them are little more than an exercise in futility.

 Middle management usually ends up with the responsibility of wading through the stack, as if they don't already have enough irons in the fire, and the tedium alone is enough to make a grown man scream into his pillow.

 Pepper in a dozen Freudian sessions with "the Critics" (that small group of mildly delusional employees who seem convinced that they have been doing all of the company's work alone, flawlessly, and they can't wait to tell you which of their co-workers have been 'dropping the ball'), and you have a fine recipe for a mind-numbingly fictitious quest for performance enhancement.

 There is a better way.

The missing piece of the performance improvement puzzle is timely and meaningful feedback throughout the year.

 Research has shown that providing ongoing feedback in smaller bites, while the situation is fresh in the employee's mind, is far more effective than the annual one hour meeting, and will consistently produce gradual, lasting change.

 Savvy professionals know that frequent contact, encouragement, and recognition with direct and honest feedback has been proven to produce employees who want to perform to a higher standard.

 Communication with an emphasis on simplicity, a focus on the future and support for the employee's self-tracking is a winning combination that will yield measurable results.

 2015 ≈ The Leader Hacker ≈ JB Stran