Many employers will be conducting their annual “focal” reviews over the next few months, which in layman’s terms means the time in which you sit down with your boss and go over your achievements against goals. For most people, it is an uncomfortable conversation that produces as much anxiety as going to the dentist or asking for a raise.
For the majority of companies, the annual review is the only formal conversation employees have with their boss about their performance and usually ends with an overview of an employee's new compensation package such as merit increase, bonus payout and stock grants.
Most employees believe the performance review is a one-sided conversation. More than 50% of employees surveyed provided little to no input into their review process and many consider the review to be their bosses’ responsibility. For the majority, the cash at the end of the rainbow is the only incentive for most folks to listen to the review.
How did performance reviews get such a bad rap and what can you do to make your review, an on-going process not a one-time meeting?
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Meredith Hanrahan
