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Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them.
We know that the definition of Insanity is doing the same thing over and over again, yet expecting different results. Somehow, we don’t apply that to performance reviews.
We should.
Most performance reviews are task oriented and grade the employee on their effectiveness. What if we approached it differently? Dare I ask the question?
Am I a heretic? So be it.
Via Dan Forbes
Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them. Ask these 5 questions instead.