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Evolved Management

Annual Reviews Are Sabotaging Your Team (Here's Why)

Published 2 months ago • 1 min read

Hey Reader, do you do annual and quarterly planning with your staff?

Typical review season is coming up quickly for many companies. If you're doing annual planning, you're potentially doing more damage than positive impact.

Recency bias and people's fixation on salary in these events create a toxic mix of unmet expectations and disappointment.

In my group coaching program, I've been teaching the group about the Career Life Plan (CLP) framework. It's a simple and powerful tool to help staff envision their long-term career and set near-term goals.

This framework is a module of the overall performance management system that I help members of the program implement.

CLP has a whole host of benefits, including driving employee engagement, creating more accountability, driving loyalty, and even knowing your staff at a deeper level.

Performance management and staff career planning isn't a one-time event. It shouldn't happen just to tick a box at the end of the year. It's an active process that shapes your team's behavior every day of the year.

If you're doing annual reviews, break it down and start doing them quarterly. Yes, this is a little more work, but it's totally worth it for the engagement, accountability, and retention benefits.

If you're not sure where to start, reply here and I can get you started.

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113 Cherry St #92768, Seattle, WA 98104-2205
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Evolved Management

Todd Kane : MSP Operation Nerd

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