The annual performance review is dead – good riddance

News that Accenture is getting rid of its annual performance review for its 330,000 employees is being greeted with announcements by other corporations including Deloitte and NAB to end the practice, which whilst universally unpopular has become a standard dance ritual in many organisations.

The criticism about the effectiveness of annual performance reviews have long been documented. How is it that the practice has continued for so long, for such little positive impact?

Elite sports are a good case study. Would a high performance footballer expect to only have an annual discussion on their performance? Would a coach be satisfied to only sit down with their players once a year to provide feedback on how they are performing?

The heart of the matter is that annual performance reviews are a lazy way of managing employees. Perhaps suited to an industrial world where jobs could be divided into constituent components, they are not fit for purpose for our modern economy.

So, how should an employee be managed?

It is timely to ask this question. One of the things that I have seen over the last twenty years is the disappearance of discussions on management from mainstream business focus.

Many will remember the focus on learning organisations and teams in the late 90’s. But as the economy recovered from the 90’s recession, the focus on management waned. As the economy boomed there didn’t seem time to focus on managing employees, and when the global financial crisis arrived the focus then became survival.

Now the economy has stabilised, and the day to day threat of economic collapse that the GFC threatened has subsided, it is time to focus on management quality. With rates of growth likely to be low over the coming years, good quality management is likely to become a key differentiator of performance.

Quality management requires time. Like a coach managing elite athletes, if a business wants to perform, then it will need to make sure that managers work with their team on a day to day basis. The end of the annual performance review is a recognition that lazy management is no longer acceptable. Good riddance I say.

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