Correcting Annual Feedback

Annual reviews need to change. They are flawed. In many cases, it’s the only time an employee receives feedback from their manager. It’s also typically wrapped into pay raises. Which dramatically skews the feedback process. How can you honestly give or receive feedback when each party is financially incentivized to play out a character?

Do you want a better way? Feedback should be freely given and received weekly, monthly, and quarterly. If there is an annual review process, it should be considered feedback confirmation with minimal NEW feedback. This would result in a conversation about pay based on a year’s performance and feedback. Not a tap dance around a 3% raise.

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Learning: Feedback should be a constant part of your employee dynamics. If you want to improve, seek feedback by asking specific questions like “What’s one thing I can improve upon?” regularly.