This week, we are pleased to present something a little different – a post offered to us by David Mizne from the award winning 15Five blog on methods for working continually towards continuous performance management… continuously.  I’m pretty sure there are at least two continuity errors in that last sentence, but you get my gist. 

Anyhow – here is the advice from Miz…

Surveys indicate that annual performance reviews offer little value to employees. Team members are actually far more engaged when they have the opportunity to receive consistent feedback throughout the year. Meeting with a supervisor but once a year to discuss an employee’s performance doesn’t provide them with the insights they need to improve.

Managers and HR professionals have begun to address the deficit of once-a-year reviews by shifting towards a continuous performance management approach. By regularly checking in with employees, managers can make sure they’re keeping the right priorities, offer them resources for building their skills, and recognize them for their achievements on a more frequent basis.

Interested in implementing this approach in your organization? If so, keep the following points in mind. They’ll help you develop employee performance management processes that offer genuine value to your workers and the company as a whole.

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