Performance reviews don’t work. They are disliked by managers and employees alike. They are usually poorly written and disappear as soon as they are completed. Everyone knows this but most are not going to admit it.
Primarily, it’s because everyone agrees that employee feedback is important, but HR departments don’t always trust this exchange to happen without forcing everyone through a formal process. So they spend three months a year chasing up everyone in the organisation in a system that is often measured by quantity over quality. Some HR professionals even lose part of their bonuses if 100 percent of them are not completed in their business unit. It doesn’t have to be this way.
One area frequently missed during performance feedback meetings is a discussion of the employee’s future. From an engagement perspective, discussing the future is more important than discussing the past and should be wrapped into your regular feedback discussions with your employees.
See on www.forbes.com