Annual Reviews are outdated and unhelpful
Why do we wait 12 months to tell people how they're doing?
I've just finished working with a client to completely transform their approach to performance. Out with the dreaded annual review, in with meaningful conversations that actually drive growth.
Here's the reality, your people want to know how they're doing NOW, not in 6 months time. They want to grow, develop and be challenged. But most importantly? They want to be heard.
Overhauling performance can feel daunting, but it doesn't have too. Here is what I did to help this client:
- Instead of one big annual meeting, we created space for regular meaningful conversations
- Rather than focusing on what went wrong, we start looking at what could be even better, and what are the solutions.
- We moved from tick box exercises to genuine two-way dialogue about growth and development.
- We trained the managers on how to have these conversations and get the best from their people.
The result?
- A team that feels valued, understood and clear on their direction.
- Leaders who feel confident having honest conversations.
- A business that's seeing real progress, not just annual paperwork.
Sometimes the simplest changes have the biggest impact.
Our mission at The People Consultancy is a very simple one
— to help SME and recruitment agency owners transform their people challenges into business success.
We believe that when you align your business and personal goals with values, personal development and accountability extraordinary things happen.
Get in touch to see how we can help you and your team.