It’s Time to Kill The Annual Performance Review

One of the most consistent pieces of advice given to managers is an incredibly simple one. Provide good, frequent, feedback. It helps make sure a worker is constantly improving, feels cared about, and doesn’t feel disconnected. Yet insufficient or bad feedback is a common complaint of employees, often rated as one of the biggest reasons they’re unhappy, that’s not related to pay or promotion.

Gallup’s years long survey on the American workplace finds that 70% of US employees aren’t engaged at work. Nearly half of the questions asked of employees relate to the quality, clarity and frequency of feedback. People clearly find their employers wanting.

A majority of people who plan to leave (pdf) their current job around the world cite ineffective or infrequent communication as part of the reason.

And a global survey of workers by consultancy Towers Watson found that employees define good leadership at their company by the quality of feedback and communication. They described insufficient feedback as one of their major sources of stress.

So what’s the answer?

via The management cliche you really can’t afford to ignore – Quartz.

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