December, it's the holiday season. The air is crisp, gifts are being purchased. In the office though, things are hectic. Year-end quotas are being met. Employees are working overtime.
...and teams are gearing up for employee performance reviews.
The end of the year seems like a sensible time to conduct reviews. It's the closing of a chapter and a time to reflect. How did our company do this year? How did our teams perform? How has each employee contributed?
It makes sense...but that's not the way it should be.
We shouldn't look to the end of the year as a time to reflect. And we certainly shouldn't be taking this time only once a year. Yes, we're nearing the end of a year but that doesn't mean much in the way of an employee's tenure at a company.
It's good to align company goals with measurements of employee performance. The end of the year should be a time to do so - as should all other times a company measures its objectives.
The attention we pay to employee monitoring at the end of the year should also occur at other points of the year.
The old ways of "traditional"; performance reviews no longer apply. Business moves too fast for a simple year-end review. Employees need more frequent feedback and learning, throughout the year. They crave this information for both personal and professional growth.
Doing reviews more often can also have an impact on the bottom line.
Stop combining the holiday season with the stresses of employee performance reviews. Do your team a favor. Conduct reviews more often at other times. Not only will you feel better around the holidays, but your team and culture will feel better as well.