The annual review has been the way to measure an employee’s progress for a long time. However, with new technology and digital advances, the review itself is no longer sufficient as the only measurement of progress for an entire year. Companies are beginning to turn to new ways of measuring career and performance trajectory.
This is because, when it comes down to it, the annual review on its own does not do what it’s intended to do – which is to boost productivity, make better, smarter employees, and benefit the company in the long run. In fact, the annual review – especially if it’s a poor one – can be just plain demeaning to the employee. A single review can also fall victim to biases – that is, if the person conducting the review feels a certain way about the employee personally, those views may be reflected in a poor annual review.
An annual review on its own, doesn’t serve to improve the employee, more to justify which employees get which rewards based on their accomplishments for the year. This is not to say that the annual review should be scrapped out of hand – after all, a summary of the culmination of a year’s worth of work can be extremely beneficial to employees and employers alike. Instead of ditching the annual review, it should be complemented with additional performance management throughout the year.
Daily, weekly, or even monthly check-ins on progress are much better than waiting until the end of the year. If an employee is getting constant feedback and support, their annual review shouldn’t come as a surprise for them. Being held accountable constantly, as opposed to only during one review, will allow employees to progress as workers and complete more goals – which, ultimately, helps the company.
An HR program like Sprigg that allows the employees to track their goals and accomplishments, as well as take notes and set reminders regarding them, will make the review process that much easier. Instead of an employee being blindsided for a mistake they made in the first quarter – and that was never corrected or explained to them – they’ll have notes on how they fixed the issue and moved forward from it.
Gone is the “one-and-done” performance review that keeps employees nervously waiting all year long. Real-time performance management is complemented by continuous input throughout the year, coaching, course-correcting behaviour and a strengthened employee / manager relationship.