It’s that time of year when we employees look with trepidation towards our annual performance appraisals. If you’re like the average guy (or gal) performance review time is something you dread. Traditional performance appraisals (or reviews, if your lingo stretches that way) are rigid, hierarchical affairs with a manager-driven format. At best they’re inefficient and flawed–at worst, downright unfair. Many people I talk to express emotions of surprise, concern, fear and inequity at their performance review. But perhaps there is a better way?
Performance appraisals should be a simple sign-off on information about real conversations that is being collected throughout the year. With a more collaborative approach, the judicious use of new technology and an open mind on the part of both the reviewer and the reviewed, workers no longer need to fear the annual inquisition.
