As we approach the end of the year, for many managers it will be getting close to the time when they are expected to deliver annual reviews to their direct reports.
A poorly delivered review can have a profound effect.
After all, this is supposed to be the reflection of a year of work, so what message does it send to a direct report if the manager has clearly rushed the writing of the review, or sees it as a tick-box exercise?
As reviews generally take place in a new year (calendar or fiscal), or around an employee’s anniversary, these are often times where the employee is taking stock of their situation and potentially considering a change. A poorly delivered annual review is a fantastic way to give them a nudge out of the door!
All managers are busy, time is of a premium, but investing the right amount of time in preparing for the review will pay dividends in the long-term, whether this is a star performance or someone on a Performance Improvement Plan. As things quieten over the Christmas period, could this be an ideal time to make a start on those reviews?
After all, this is possibly the most important conversation you will have with this employee for 12 months,