There have been numerous articles about how the annual performance review process is broken. Today’s post is not one of those articles.
It is a reminder that, as business professionals, we must change with the times. Meaning we must update policies and procedures to keep current with the change in today’s business environment. For example, not that long ago, the only way we could make a doctor’s appointment was by calling the doctor’s office, waiting on hold for 10+ minutes, followed by speaking with an office worker who would schedule the appointment. Then we would receive a phone call to confirm that we were coming. And when we arrived, we would spend 20-30 minutes completing paperwork before seeing the doctor.
Those days have changed. Mr. Bartender and I recently moved to North Florida and, as a result, we’re establishing new relationships with doctors. We can make appointments online. Get paperwork online. Confirm our appointment via text. Medicine is changing as the technology around us changes.
Today’s infographic, courtesy of Reflektive, shows us the growing divide that’s happening with performance management.
I’m not saying that changes in business necessitate ditching the performance review. I believe performance reviews serve an organizational purpose. However, that doesn’t mean companies should use a 1980s performance review process in 2018. We don’t do that for most other things, why do it for managing performance?
Performance management, like so many other employee-centric processes, need to be brought into current times. It’s not just a nice thing to do. It’s a business imperative. If you want to learn more, download Reflektive’s white paper “The Growth Divide: An Economic Imperative for People Management Innovation”. This might be one of the documents that you can easily circulate around the office to get senior management thinking.
I totally get it. Trying to revamp a legacy process like performance reviews can be tough. Managers are a great place to start when it comes to changing the performance management process in business because they play a huge role in delivering employee feedback. I’m working on a webinar with Reflektive titled, “No Bad Managers: 5 Programs Every Organization Needs to Create High-Performing Teams” that will focus on this aspect of management development. The webinar will be on Thursday, November 1, 2018 at 1 PM Eastern / 10 AM Pacific. And as always, if you already have something scheduled, go ahead and register to get the recording.16