Last week, we asked: What is your perception of the year-end performance-review process?
- It’s OK. It enables some development, but other parts aren’t meaningful: 38%
- It’s weak. It’s mostly a “check the box” exercise that doesn’t change performance: 35%
- It’s terrible. It’s a complete waste of time, and nothing meaningful comes of it: 23%
- It’s fantastic. Ours is meaningful and truly helps people grow: 3%
The process is broken. Clearly, when almost 60% of you say the performance-management process is weak or terrible, we have a huge problem. I say “we” because as leaders, WE own the process — no one else. I recently wrote about how we, as leaders, need to take control of the process and make it meaningful. We have to take ownership of the process, get outside our silos, provide more regular feedback and realize we don’t get paid to be liked — we get paid to lead. Don’t be lazy and be a slave to a broken process. Step up, lead and fix it.