new year often is the start of a new beginning. It is time to
begin anew, to turn a new page, freshly scrubbed of guilt from
foibles past. Just not when it comes performance reviews. Here
the ghost of the year past comes to inhabit the present and
haunt the future, becoming the unwelcomed guest that refuses to
leave. (This statement will be elaborated on in future blogs.)
As this is the time of year that performance reviews are
completed, how many of us have muttered in disgust “what’s the
point?” and “there’s got to be a better way”? And, how many of
us have also wondered:
- Are reviews fair?
- Do reviews elicit their intended response?
- Do reviews result in an acceptance or a denial of
responsibility from both manager and employee perspectives?
- Do reviews result in a stronger working relationship between
manager and employee?
- Do reviews actually improve
- Are they a good use of time especially for
those of us who have to spend up to two to four weeks on
We clearly have an opinion on the efficacy of
traditional performance reviews, but one that is open to
modification. As such, we would like to hear from you.
What are your thoughts?