Why annual performance evaluations make a difference to performance
Following on from previous posts, I thought I would share why I believe annual performance reviews are useful.
Human beings are hard wired in for reflection and goal setting – think about New Year’s Resolutions. They are the most common form of goal setting on the planet – and yet no one forces people to do them. There is no pay rise attached to them and there is no piece of paper that has to be sent back to HR with them written down. People just do them because they feel that they need to grow and develop.
With annual employee evaluations, we create space for people to take time out and reflect on what they have accomplished in the past twelve months. Often we are so busy going onto the next project – the next big thing, that we don’t stop and celebrate what we have achieved. This is a recipe for burnout and poor self-esteem. Performance reviews help give people the chance to review and celebrate their successes. By regularly celebrating our successes, we see that we do make a difference, that we can succeed and that we are worthwhile human beings.
Regular reflection time also allows space to look at what didn’t work so well – and to think about ways we could do things differently. Futility is doing the same thing over and over and expecting different results, yet we don’t give space to breath and work out how we could do things differently. We don’t get “Eureka moments” when we are stressed and under the pump – we get them in quiet spaces of time. Allowing time to reflect and review creates a quiet space of time – which allows learning and growth.
Performance reviews with trained managers to help coach people through the performance review process, helps people to feel great about their successes and to find other ways to do areas they find difficult. When used correctly they are not a “score card” or school report – but a way to help achieve better productivity and greater results. It is all in how you look at them. How do you view your performance review process?
Until next time
Ingrid Cliff
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