A Case for Eliminating Annual Reviews

A Case for Eliminating Annual Reviews pic of hands writingAn 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