Performance reviews miss the gritty, granular, unique raw material of real performance.
Goals set at the beginning of the year are irrelevant by the third week of the year. Data from ADP’s human-resources systems reveal that, after inputting their goals, fewer than 4% of people go back and check their goals even once during the year. In the real world, your actual work has precious little to do with your goals. Work happens in a continuing flow, hour-to-hour, day-to-day, week-to-week.
The annual performance review, as expensive and as time-consuming as it is for companies to do—in a case study I coauthored for Harvard Business Review, Deloitte calculated that the process took the firm’s managers up to two million hours a year—pays no attention whatsoever to the unique loves, loathings, passions and strengths of each worker. All the really meaty details that a manager might want to explore to help a worker get better at their job are missing from the annual review.
And do the performance-development part the way all good coaches do it: Ask every manager to check in with each team member for 15 minutes every single week. In the check-in they’ll ask just a couple of questions:What are your priorities this week and how can I help? When we humans get this sort of frequent, light-touch, in-the-moment attention on what we love to do and how to do more of it, we stay, we stay connected, and we stay productive. When we don’t, we up and quit.How do you prefer to receive feedback from your manager? Join the conversation below.
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