GLENDORA, CAL. / December 14, 2010 — Annual performance reviews can be invaluable in aligning employee performance with management’s goals and expectations. However, a new article from The Glowan Consulting Group maintains that a yearly “check in” actually does little to improve employee performance, enhance skill sets or develop leadership qualities.
The article points out that the vast majority of organizations rely upon annual reviews as their sole employee development tool. A recent Glowan poll asked nearly 200 business owners, managers and HR professionals what they are doing—or planning to do—to develop their employees and management for the better. Nearly 80 percent of respondents said their companies are using annual reviews in this capacity, eclipsing internal training and leadership development programs.
The Glowan article urges companies to make coaching and mentoring an integral part of their culture. The paper, available for free download at http://www.glowan.com/news_resources/resources_performance_reviews.php, explains four initiatives that organizations need to undertake:
– Assess and develop the emotional intelligence of both an organization and its employees
– Hold regularly scheduled one-on-one reviews in addition to the annual review, and incorporate developmental coaching
– Develop an organization’s collaborative advantage: the strategic benefits gained when all stakeholders work to the benefit of “we,” not “I”
– Create a “best place to work” where managers and employees share a high level of trust
When successfully established, these hallmarks motivate people to be more creative, productive and loyal; additionally, companies are more likely to attract and retain the best talent.
“It’s troubling that the one tool employers rely on most to develop talent is the annual performance review,” says John Anderson, a principal at The Glowan Consulting Group and co-author of the paper. “Regular coaching and mentoring inspires employees to give their very best, to perform to the highest standards day in and day out. You can hardly expect the same from a culture that `checks in’ with employees once a year.”
About The Glowan Consulting Group
The Glowan Consulting Group is in the business of transforming individuals and organizations utilizing its L3 leadership development and executive coaching activities. Our network of experienced business professionals are skilled not only in all facets of developing leaders and managers, but also in operating businesses and preparing organizations to gain competitive advantage in the rapidly changing global environment. To learn more, visit www.glowan.com.
Fisher Vista for Glowan
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