How would you best describe your relationship with delivering end-of-year reviews?

EKG Pulse Graph with Glowing Blue Line

Our reader poll today asks:  How would you best describe your relationship with delivering end-of-year reviews?

  • I think they’re a great tool for managing performance and developing people: 10%
  • They’re OK, but they definitely have limitations: 32%
  • They’re not at all good for managing performance: 27%
  • I hate them and do them under duress: 17%
  • We don’t deliver year-end reviews: 13%

Death of the annual review? A large majority of you find year-end-reviews to be bad tools for managing performance. The real question here is what are you doing to ensure your people get the feedback they need and are being held accountable to the goals you’re setting out? A once-a-year report hardly gives people time to change performance and oftentimes these reviews are written without linking them to actionable next steps. Regardless of what format you use, be sure to document performance so you can monitor trends and deliver feedback regularly so your people know what behaviors need to change and where they stand relative to their goals.

Do you agree with these poll results? Let us know in the comments below!

Mike Figliuolo at thoughtLEADERS, LLC

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These results were originally a SmartPulse poll in SmartBrief on Leadership which tracks feedback from more than 240,000 business leaders. Get smarter on leadership and sign up for the SmartBrief on Leadership e-newsletter.

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