Hello, the topic today is Performance Reviews.
For the most part, the traditional annual performance review is a waste of time and in many cases counter productive. Supervisors either spend hours crafting the right message only to find that their communication falls flat or they rush through the process and make a bad impression on the employee.
In any event, the process is usually time consuming, fails to achieve the desired results, and overall it is an ill concieved management staple. For example, some firms have convoluted the process by stating that the review is only a minor factor in the employee's merit increase. If the quality of the review is only a minor factor, than how can the raise be considred a merit increase?
As an alternative, I have a suggestion:
1. Discontinue the traditional annual reviews and distribute a standard across the board increase with the following exceptions:
a) If the employee deserves less than the across the board increase, create and deliver a review that supports that decision.
b) If the employee deserves more than an across the board increase, create and deliver a review that supports that decision
One other matter. If you plan on following this suggestion, make sure your work force knows what to expect in advance of introducing the new process.
From Michael Salisbury with the Human Resource Alliance (HRA) at www.hralliance.biz
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