I continue to see, read and hear about the ongoing debate surrounding the need for annual performance reviews.

Some are saying they don’t like doing them. Some are saying they are not necessary. Some are saying their used-by date has well and indeed passed. Others say the staff don’t get anything out of them.

I believe annual performance reviews are necessary but in a different way and for various reasons.

You see when I hear people say performance reviews have had their time. They were a good idea once, but the idea is old hat. It is a tired and worn-out approach. What they are saying is that it is them, not the concept of performance review, that is tired, worn out and lacking innovation of approach.

In reality, the problem isn’t with the system. The problem is with the approach, skill or desire of the leader/manager.

You see, coming from a background in sports coaching, I know, understand and live the discipline of reviewing performance on a minute-by-minute basis. You are constantly thinking about where the current performance level is and what I can do so that it continues to improve.

It’s not about micromanaging. It’s not about overreaction. It’s not about command and control. But it is about the consistency of focus towards ongoing performance improvement.

Therefore, day-to-day coaching becomes an ideal replacement for what is now seen as the formal annual performance review.  

The day-to-day coaching I am talking about here is not the regular one-on-one meetings, although this is part of the performance review process.

The day-to-day coaching I am talking about is free range: no ratings, no 360 feedback, and no criteria.
Just open, honest communication directed at the end result and done so to utilise the skill, attributes and experience of everyone involved.

Coaching, when done effectively, is welcomed by those receiving it. In fact, when coaching is done, well people will demand it. They want feedback on what they are doing, how well they are doing it and what can be done to improve them, their skill set and, therefore, their results.

If you have effective day-to-day coaching, the annual performance review as it currently stands will no longer be required.

Coaching is your way to better performance. It will provide better direction, feedback, analysis, understanding, buy-in and commitment than what any annual performance review can ever hope to achieve.

Although, coaching will only work if you invest the time, energy and commitment to be better as a coach/ leader and then the patience, focus and the discipline to put what you have learned into action.

So the first performance you are reviewing is yours.

So first thing first… Get a mirror that works.

There will be a direct correlation between your ability to constantly be good, so you can see the same in those you lead.

And when you do.

The Journey Continues!