Building a Meaningful Annual Review Process
Free PDF Download|
“Real World” Leadership - By Glenn Parsons
The annual review often creates anxieties for all involved. Managers, employees and (depending upon the size of your organization) the Human Resources department all have a stake in the process. While the original intent of an annual review has great merit, many unintended consequences may result when poorly implemented. When the subject of the annual review comes up, many thoughts may come to mind: From the employee's perspective, the annual review:
- Is a necessary evil required to obtain their salary increase
- Causes anxiousness, even dread
- Forces them to check notes, calendars, and memos in an attempt to recall major events from the past year that might come up during the review
- Be prepared to blow their own horn -- even if it is not their nature
- Be prepared to defend their performance
- Is a necessary evil to satisfy the requirements of the job and to keep HR off their back
- Causes stress - with the day to day demands of managing the business, it's difficult to find the time to complete the annual reviews
- Creates an opportunity to let the employee know how the manager feels about the job they've been doing. It may also force the a manager to confront poor performance
- Creates an opportunity to set mutually understood goals for the coming year
- Reviews should occur continually as business events transpire-not simply during a randomly selected annual date. Consider quarterly reviews which ultimately can be rolled up to annual review.
- Try to minimize the air of formality in any review meeting. The best results occur when both parties are relaxed and able to communicate constructively.
- The review process should involve two way communication.
- There should be no surprises. Quarterly reviews help in this regard, as does the leadership practice of confronting performance issues as they occur (see David's article).
- If the employee's perception and the manager's perception are very far apart, communication issues are indicated-it could be either party or both.
- Give the employee feedback on how their performance is helping the group achieve its goals.
- Clarify for them how their performance compares to others in the group.
- Motivate them to continue to improve their performance.
Related ArticlesIf You Haven’t Already, STOP Doing Annual Performance Reviews
Improving Annual Performance Reviews
Performance Review Disagreements
The Trouble With RFPs (Part 2)
Find Meaningful Work to Feel Fulfilled
Dealing with Performance Review Disagreements
Building Training Goals into Employee Reviews
Accountability - The Secret Ingredients for Execution
Six Steps To Creating More Productive Staff Performance Evaluations
Manage Your Salespeople by Working Smart, Negotiate Quotas
Want to Know the Biggest Source of Stress at Work? Check the Office Next Door
4th Quarter: Selling in the Profit Zone
Sample Letter of Intent
The power of a CEO 360 Review
Your 10-Step Year-End Web Site Review
Are You Doing Meaningful Work?
Managing Performance: How To Conduct A Performance Review Right
Talent Management Merits Your Board's Full Attention
10 Tips for Managing Your Career
Thinking of buying or selling your business in the New Year, how is your Performance Plan?
Free PDF Download|
“Real World” Leadership - By Glenn Parsons
About the Author: Glenn Parsons
RSS for Glenn's articles - Visit Glenn's website
Glenn Parsons, managing director of SKYE Business Solutions, is a seasoned executive with a unique blend of entrepreneurial/start up and public company experience. His background and insight positions him well as a trusted advisor and valuable asset to many organizations across several different industries. With a strong legacy of executive sales leadership in venture backed technology firms, his ability to help identify and solve both strategic and tactical issues is demonstrated repeatedly. He is widely recognized for his skills as a leader, communicator, strategic thinker, problem solver, coach and mentor. His relentless focus on growth has positive impact upon revenue, profits, market share, and issues associated with organizations looking to scale.
Areas of Expertise:
Glenn has assisted many organizations in need of improved organizational performance. Some ways in which organizations have benefited from his efforts include:
Improved sales performance and forecasting
Background and Credentials Prior to SKYE Business Solutions, Glenn honed his skills in business development, executive sales leadership, operations, and professional services. Glenn's industry experience includes network security, communications, wireless access, enterprise software, and data storage. He has extensive domestic and international experience having established relationships and developed business with organizations in many countries throughout the world, especially in the EMEA and Asia Pac regions. His experience, strategic vision and leadership skills prepared him to serve in a variety of executive leadership roles, especially relating to revenue generation. He has held senior leadership positions at System Industries, Fiberlink Communications, CenterStone Software and VFA.
Glenn earned a Bachelor of Arts degree in economics from Harvard University and his MBA in High Technology from Northeastern University. He serves on several boards and is active in a number of community and professional organizations.
Click here to visit Glenn's website.
More from Glenn Parsons
Are You a Leader or a Manager
Be a Complete Boss The ABCs of Leadership for Supervisors
Leveraging your HR department to maximize results
Your Employees Want to Know How does my work contribute to the overall success of the company
Rules of Management An Informal Selection of Favorites
Related Forum PostsType of business with building
Partner with them
Franchise of a popular call center
Re: Significance of Review Sites
Re: Seven Marketing Strategies To Attract The Affluent Buyer
Share this article. Fund someone's dream.
|Three Mistakes that Can Kill Funding for Your Start Up|
|Why iPhone application development is popular?|
|The Google Guys: Sergey Brin and Larry Page|
|7 Ways to Respond To a Controlling Person|
|Lesson #3: Follow Your Heart|
By: Evan Carmichael
||Like this page? PLEASE +1 it!|
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.