PLMitchell.com

If I said to you  jump over that 3 m high wall, you would soon work out that it was an exercise in futility and stop trying to do it. Yet we keep on promoting the concept giving and receiving annual performance reviews.

You don’t have to be an archbishop’s brother to work out that an annual event in terms of performance or positive reinforcement is as much use as a chocolate teapot. Imagine that you are a player in a team sport and you  were coached once a year. Your performance would not be altered.

Nobody likes it and there is no evidence anywhere that they actually achieve anything. Based on this, why do we keep on doing it? It’s a time-consuming process that is emotionally draining that appears to serve no practical purpose. There is no evidence to show that this has a positive effect on people’s performance and yet there is ample evidence to show that it has been negative affect both on the giver and the receiver of the performance review.

Without a doubt, the objectives and intentions of the annual performance review are commendable. However, they don’t work.

Some business realize that the annual appraisal is a waste of time, money and effort, so they compound their mistake and double their costs by having them every six months!

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