It’s the most wonderful time of the year…
For most organizations, it is time for annual performance reviews. An opportunity for managers and employees to review what worked, what did not work, and how that impacts one’s job, career, and maybe even, livelihood. I will go out on a limb and say that these annual 1-on-1s are loathed by most.
Annual performance reviews are just that…they are annual reviews. They usually focus on past performance and fail to address future performance and development.
It is time to start rethinking how we conduct performance management.
Why wait until the end of the year to address poor performance or to recognize someone for doing great work?
I recently finished reading “Measure What Matters” by John Doerr. In his book, Doerr details the need for continuous performance management. Unlike annual performance reviews, continuous performance management looks forward to future performance and development. Some of Doerr’s key points:
- focus on objectives and key results (OKRs), including one’s ability to set realistic, attainable, yet ambitious, goals
- stress accountability and transparency on behalf of the leader and the follower
- assesses one’s performance beyond the metrics (i.e. ability to work with others, communication skills, drive, dependability)
- encourage and engage in ongoing conversations, feedback, and recognition throughout the year, not just at year-end
Most of what Doerr details in the book is completely obvious. Of course we should be doing continuous performance management!
Before you sit down with your employees this holiday season, do some homework on the topic and consider implementing a continuous performance management program. You can start by picking up a copy of “Measure What Matters”.
