What are performance reviews for?
Asking this question gets us closer to the strategic value of doing them and closer to the business results we seek. If what we’re trying to impact with performance reviews is a business result, wouldn’t it make sense to measure progress on that business result to see if performance reviews are effective? And to see if other actions might more effectively impact the result? Perhaps activities that are less time consuming?
If what you want is…
Activity: Performance reviews
Reason: to ensure employees are getting feedback from their manager and to ensure we have adequate documentation to defend terminations.
Actual Desired Business Result: Informed employees and reduced legal liability.
Then measure this…
- Survey employees regarding the extent to which they are regularly informed of their performance and contribution
- Determine the extent to which managers worked to reduce legal liability with respect to terminations of their staff.
And maybe consider other effective methods like these…
- Explicitly include specific performance management expectations in manager job descriptions.
- Hold managers accountable for their performance management action or inaction.
- Exit managers who are not able or willing to manage performance.
- Confirm that these business results aren’t so valuable as to spend the time, energy and money on them and stop the activities altogether.
Because if what we’re trying to improve is performance and liability, I’m not at all certain that the quality of most performance reviews are hitting the mark.
Lead strategically. Lead courageously. Be Uncommon.