A Case for Eliminating Annual Reviews

An article in DVM360.com makes an excellent case for eliminating annual reviews. Author, Michael Riegger, presents excellent reasons for handling the entire process more immediately and more efficiently. One of the most important reasons to the businesses is that it saves money in the long run. It’s a no-brainer that more satisfied employees, better production, and less turnover save money. There’s nothing in Riegger’s article that doesn’t apply to any business in any industry.

This is an idea that’s time has come. Like a lot of  “we’ve always done it that way” or “we have to do it that way for … reasons”, there comes a time when change is beneficial and necessary. Employees in large companies often go their entire first year of employment without having any idea what their goals  are or how their performance is being measured, right up until they have their first review. How does this help the company or the employee?

Small businesses are often in a position to implement such changes more easily. In addition, small businesses feel improvements more quickly. Yes, it’s necessary to keep records and document counseling. However, it doesn’t take any longer to do it now than it does to write a note, file it, and try to figure it out months later, after the incorrect behavior becomes ingrained. Riegger’s idea is timely and right on.

Meanwhile, since this idea may not get widespread implementation in the near future, employees need to be encouraged to ask for feedback and take constructive criticism with an open mind.  Improving the working conditions benefits everyone. Therefore, encourage your employees to be an active  part of the team and take time to give carefully considered advice when you first notice a problem.

It’s time to nix employee reviews

Moving to find work

I answered a question on LinkedIn about nationwide job searches and moving to find work. That subject comes up regularly. Therefore, I’m posting the answer here with some minor edits.

In this market, you have to recognize that it’s not the employer’s problem that you live out-of-state. The company is likely to have plenty of good candidates. That said, it’s incumbent on the applicant to be available, flexible, and willing to make it work.

You need to do all of that without whining to the employer, who often has doubts about not hiring a local person anyway. Be prepared to be on the work site quickly, if you get the job. The logistics of moving is your problem. You aren’t being hired to be babysat, and it’s not up to the employer to make life convenient for you.

Does that sound harsh? Many people with solid experience, degrees, and good skills are lined up for jobs. Some of the best opportunities may not be local. One person I know got three offers out-of-state, but nothing local came through.

If you are unemployed, you have to decide whether having a paycheck, benefits, and a tight budget are better than being uninsured, on unemployment, or out of unemployment. Start thinking about the possibility of other locations as soon as you need to look for work. You’ll be in a better position to make it work if you don’t wait until your resources are exhausted.

Family matters are a personal issue. Some people can, and will, take a job and simply state that it’s a necessity. Others can’t deal with family pressure when there’s dissension. Know where you stand before you try to make a move this big. If you are asked how the family feels about the move, you probably can’t lie that well.

Always check the cost of living (COL) before looking for jobs in a new area. Can you really take a job at the same salary and move to an area with a 28% higher COL? Price cheap living options in a new job location. Do you have a camper? Check for small RV parks with cheap monthly rates, and look at studio apartments with utilities paid. Then, reduce your current budget to bare bones. Know where you stand. Also, be sure you are a person who can live on a shoe-string and maintain absolute control of the budget. Locate resources before the interview and be prepared to move quickly and make informed decisions.

Also, if a job offers relocation, be sure to ask what that means. A relocation of $7,500 may cover relocation for a single person with a small apartment, but it may not even cover the moving van–much less the incidentals–for a family with large home. Relocation no longer automatically means a full package deal. Remember, it might take a long time to sell a home too.

There are questions you need to answer before you make a commitment. Are you willing to live apart from the family for a year or more? Will the salary allow you to pay for travel home? Can you rent your home and manage the maintenance from a distance? Do you have friends or family who can act as property manager–without straining the relationship? Is the job in an area you want to live? Or, is your goal to be employed in your present hometown when the economy improves? Do you understand that once you take a job out of town it may be harder to get one in town again–especially in the near future? You’ll be in the same position–again, in reverse. Does your spouse have to work? Is he/she willing and able to relocate? These are just some of the key questions.

If you present yourself with confidence, the employer’s misgivings will be greatly reduced. The fact that you’ve done your research and have answers for his concerns further assures him/her of your ability to handle the changes. If you’ve been through successful relocation previously, be sure to point out those successes too.

The fellow with three offers out-of-state took one of those and ended up making more money than he did before he was laid off, even when there wasn’t a job to be found locally. It’s all a matter of what a person is willing to sacrifice to make it work. Any nationwide/international search requires planning, organization, and sacrifice. There will be unexpected changes and challenges.

You may need to pay for the interview travel costs yourself too. Don’t count on softening the employer on that. Don’t interview for anything you don’t really want either.