Why annual performance reviews don’t work


Traditional, annual performance reviews don’t work and here’s why. Employees need consistent and constant input and suggestions when it comes to their responsibilities and performance. Having someone under perform for a year is a disservice to that employee, the firm as a whole and even yourself as a leader who is accountable for the overall performance and contributions of your team.

You should always be there for members of your team to help them learn, grow and improve. Do all that you can to be of assistance to others as they manage their careers. One of the best, most immediate ways to let them know what they do well while highlighting opportunities for improvement is to have ongoing informal conversations focused around their success.

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