Just because “everyone” used to do something doesn’t mean it was the right or smart thing to do.
That’s one of the good things about humanity – we often (although certainly not always) improve many aspects of our lives as the earth keeps spinning.
Consumption of unhealthy diversions such as sugar-loaded cereal, soda and cigarettes is way down.
Value Hard to Find
If we can get smarter about what we devour, we should be able to do the same with the disdained annual performance review. Thankfully, we are.
In the same way that many believe that people are intrinsically good, I believe that people intrinsically want to succeed. There are always exceptions to the rule but keeping this at the front of my mind has helped me a ton in my HR career. Most employees want to come to work and do their best, even when it looks like they are floundering. One way we can help them do this is by creating a performance improvement plan to help them along the way.
There is no silver bullet for performance management: not an app, platform or systematic flow chart. It turns our that managing performance is as much about knowing your people as it is knowing the metrics of their performance.