The annual review is the second most important tool for employee motivation. The idea of an annual review has outlived its usefulness. A year is too long, and in today’s fast-paced world, an eternity. It is more effective to have a quick review each quarter, a six-month review, and a final year-end review. This gives the manager and employee more time for dialogue and course correction. I once had an annual review, and when the manager brought up something I had done, I couldn’t even remember having done it! The annual review should follow the same guidelines as the growth and development meeting. The key aspect of the annual review is it should be a formality summarizing what an employee and the manager already know. There should never be any ...
Get The Manager's Pocket Guide to Motivating Employees now with the O’Reilly learning platform.
O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.
