Performance reviews are a fact of life in human resources. Every company does them, and nearly everyone involved dreads them. All too often it seems to the participants that it is a waste of time at best—management has to take time out of “work” to compile a year’s worth of observations and go over them with employees, while employees have to take time out of their day to go in and be confronted with everything they’ve done wrong for the past year, making excuses for whatever sub-par performance they may be ambushed with during the meeting. Sound familiar?
Conducting Performance Reviews
