The Annual Review Form Should Disappear

I recently read an excellent article from “The Wall Street Journal” in the October 20, 2008 edition that isolated and exposed an issue that intrinsically is flawed in the corporate world. The article was titled “Get Rid of the Performance Review”. I have not met one supervisor or employee that looked forward to, was motivated by, or truly saw the value in this “process”.

My years of experience in sales, and sales leadership, via discussions with peers and employees have encouraged me to have the same conclusion that Dr. Samuel A. Culbert reached in his article. I once was on a taskforce where the suggestion to disband this event was brought forward, however, many traditionalists debated the issue down.

I am still seeking to uncover the constructive results of the annual review process. Besides generally de-motivating the appraiser, and appraisee, both sides are drained of energy at the conclusion of the “dance”. Before, and during the corporate review process annual scheduled “month”, or “review period”. Managers are virtually paralyzed from general, day to day activities, and miss opportunities to lead, motivate and help solve issues. The supervisor is more fixated on the unnatural task at attempting to document, and wordsmith paragraph after paragraph of double talk. One of their main goals is not to “rock the boat” with human resources, legal, the employee, their own supervisor, and their bosses boss (who knows what order).

Another great statement in the article is, “Objective is Subjective”. I cannot count the times I wrote an evaluation. Once complete, I would than prooceed to read the previous managers review. Often times I thought I was reading the wrong persons review, per the previous managers verbal feedback, and my observations. The different prioritizations and styles were amazing, not to mention the different reviews I have received.

Dr. Culbert offers a solution, and he calls them “Performance Previews’. These would be two sided, and would discuss how the employee and supervisor would work best together. I had the great opportunity of helping institute personal development plans which in essence, is very similar. There is agreed upon goals that are updated quarterly, taking a more positive approach. I have found this standard not only the employee’s development, teamwork improves, and everyone benefits. Hopefully we can start a network frenzy to discard the traditional “Annual Review Form” process. Something tells me the “Generation Y” team will give this suggestion a “Thumbs-Up”.

- “Skeeb”