Are year-end reviews useless? Perhaps, argues Denis Wilson in a recent Fast Company article. Instead, managers should strive to share feedback year-round, when things are going right and when they’re going wrong.
“Dropping bombs on employees once or twice a year only serves to build up pressure and make feedback sessions feel like indictments,” writes Wilson. “And most importantly, it does little to alter behavior and improve performance and productivity, which should be your goal.”
Bruce Tulgan, the author of “It’s Okay to Be the Boss: The Step-by-Step Guide to Becoming the Manager Your Employees Need,” recommends that managers think of employee feedback the way they would exercise. Just as you wouldn’t send a couch potato off to do a five-mile run without training, so too should you steer toward ongoing feedback rather than semiannual feedback.
Do you give or receive annual feedback sessions at your workplace? Would you prefer more consistent performance assessments?
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