The problem with a formal annual review is the formal and the annual part.
Weird and uncomfortable as they can be, often overwhelmed with form filling and box ticking, it seems most people like a performance review every now and again. They like to know where they stand (and they like it even more if they stand in a good place) and it’s healthy for them to know … so why the resistance.
The formal and the annual. The box ticking, HR mandated process gets in the way of a meaningful conversation, and annual implies important but has nothing to do with the work.
How about reviews after meaningful chunks of work, where the feedback and the forward plan can both be tied to actions on a human rather than celestial scale? Write it down, put it on the record, without boxes and without waiting.
Skippy strategy: Don’t wait for annual.
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