Andrew Mina

Recently, I read Joydeep Hor commenting about performance reviews. He said that

“The delayed delivery of critical feedback is hardly conducive to building a good relationship.”

I 100% agree with this, and that is why I believe that regular check-ins with your manager/team lead in conjunction with 1/2 and yearly formal conversation is the empowering model. This will help to build both a good working relationship and help employees achieve their objectives, thus promoting meaning, belonging and purpose.

Myth-busting performance reviews

I have experienced various kinds of performance reviews methodologies over my career and in addition to the above model, let me address a couple of myths:

1) They have are not explicitly designed so your manager can get rid of you.

2) Your objective and goals are not there to set up to you fail.

How to make performance reviews practically work:

Managers: keep the team focused on the objectives and provide ongoing feedback to the team and individual (aim for no surprises).

Employees: align your daily work with the objectives and be proactive in seeking feedback.

If anything, why can’t 2020 be the year where you build excellent working relationships.

Share in the comments below any tips you have for making performance reviews more effective.