When performance management reviews are brief annual events, they often do more damage than good. It’s like a football coach reserving feedback until the season ends.
Employees at all levels benefit from frequent informal feedback and specific guidance to improve. Most employees seek continuous ways to develop knowledge and skills. Ignoring these needs can lead to problems, especially with high performers.
Employee engagement studies show the importance of frequent performance feedback but it’s often manual and difficult on managers.
Managers need tools to facilitate informal and frequent discussions about strengths and weaknesses. They also need to track results. Spreadsheets and notes are not sustainable. SkillNet offers informal, skill based, performance review methods that is proven to improve performance.