End of the Year Reviews Don't Have to be Painful

[Joywtseo421]

If you're an HR pro or manager, the end of the year doesn't remind you of snow and wonderful holiday celebrations, but painful performance review time.

And this is exacerbated if you are one of the 52% of companies that conducts annual reviews. Why? Because you’re forced to remember everything Tim from financial operations did since last year at this time. And that is ridiculous! You only see the guy once a month.


End of year performance reviews


Add in the fact that you have to do this with 10, 20, 30, 100 employees and you start malta phone number resource seeing why companies like General Electric, Accenture and Microsoft are dropping the annual performance in favor of something even better. Microfeedback.

Well, that’s what we call it anyway. Other people call it “building a performance culture” or “consistent feedback” or just regular feedback. No matter what you call it, it’s changing the way companies, large and small, look at performance.

So what does this trend mean for you during annual performance review time? Well, if you’re reading this article, chances are, you’re procrastinating and trying to find some way, ANY way, out of this annual performance hell.

“The best time to plant a tree is 25 years ago. The second best time is today.”
Sure you’ve heard that quote. The wisdom inside it is obvious. No you might not be able to get out from under the deluge of annual performance reviews you have to do this year, but you CAN lay the groundwork for why it needs to change before the next time you have to slog through it.

1. Track Your Time.
If you know how much time is spent on annual performance reviews when conducted in one large swath, you can easily calculate how much time and money you will save by implementing microfeedback across the organization. Check out our handy ROI calculator to save you a step or two.