Most companies have some form of annual performance review, usually coincident with year-end processes. Sometimes, there may also be a more developmental mid-year review.
To speak plainly, for most people
[and their managers]
both of these processes prove frustrating and counter-productive: the end-of-year too subjective and after-the-fact, the mid-year loose and non-actionable. And, over both of them, the hanging clouds of template-driven compliance.
Whose fault it this?
Actually, that doesn’t matter – because playing the blame game is a subtle way of staying with the status quo.
But you want change
[which is why you’re taking a view beyond, right?]
and the first step of that journey is to decide it’s time to SEEK change.
So, given that you’re likely on the hook for a mid-year review
[as worker, manager, or both!]
how are you going to use the mid-year for positive effect? How will it move you, and/or your team member, forward?
How about answering those questions before the review?
By doing so, you add optionality to the process; delivering the necessary compliance, while also gaining meaningful progress.
