With powerhouse companies like Adobe, GE, and Accenture making public splashes about their organization’s decision to eliminate the annual performance review, you may be wondering if your organization should follow suit.
It’s a valid question. To help determine the answer, consider the following at your organization:
- Is the performance review a single, backwards-looking, annual event between supervisor and employee?
- Does it fail to impact employee engagement, address development needs or improve future productivity?
- Is your performance review process paper-based, time-intensive and lacking visibility?
Did you answer “yes” to any of the above? Then – yes – by all means, get rid of your old annual review and rethink your strategy.
Why? Because it’s highly unlikely that your company will get the business results it needs without an effective talent management strategy. By effective, I mean a strategy that focuses on three key elements:
- continuous coaching and feedback,
- regular goal setting and alignment, and
- ongoing employee development.
Why talk of ‘eliminiating the annual appraisal’ is not new news
We’re not saying anything new here. These are the same three critical elements we’ve been preaching and industry experts have been sharing for years now.
Want to learn more? Here are past blog posts that can help you out:
- Rethinking the traditional performance review
- The top 6 things you need to improve your performance management program
- Fixing the problems with traditional performance reviews
- Ditching the rating scale – making performance reviews about the dialogue
- Tips for HR: Making Ongoing Performance Management a Reality
5 alternatives to the traditional performance review
Yes, annual performance reviews are flawed. But you can transform it from once-a-year pain to a meaningful, ongoing cycle.
Interested in learning how? Then register for our Oct 13th webinar on 5 practical alternatives to the traditional annual appraisal.
You’ll gain a deeper understanding of the current problems with a traditional performance appraisal process. You’ll also learn how you can reinvent performance management for your organization using talent management technology and best practices.
While you ponder whether or not eliminating the annual performance review is right for your organization, remember this: performance management isn’t dead. The old way of thinking about it is.