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 ...

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