Ditch the Annual Performance Review, and Watch Engagement Improve

Over the years, many organizations have adopted a form of annual performance review that includes scripted questions and rating scales for various measures of job performance. In many ways, these performance reviews are a bureaucratic means of compensating for the lack of leaders or the lack of a leadership development process in the organization. True leaders do not need a system to force conversations about job performance, expectations or satisfaction. These are a part of the normal interactions between a skilled and effective leader and his/her team members. Leaders often guide and develop the performance of team members through three regular conversations: