Many organizations conduct mid-year employee performance reviews. Fewer conduct midyear business performance reviews. Most people look forward to neither of these. However neglecting either of these robs you and your organization of valuable information. In addition, linking these two processes can give your people and your organization the jump start it needs, not only for the rest of the year, but for the beginning of the New Year.
The idea of “looking back’ has no appeal for many. In fact, one manager at Adobe, commenting on their 1 through 4 employee review rating system, criticizes it as being a “soul crushing exercise.” That’s a pretty brutal description. The HR director dubs the company as “team oriented” and goes on to say that the rating system tended to compare one employee to another, decimating some of their top notch hires and a high turnover resulted after every review cycle. The HR director has now dumped the entire review process in favor of what some are deeming a “new” process. This process is one of more frequent, informal conversations between managers and employees. One organization calls it a “check in.”
This process is not new and has been touted by Herman Aguinis as a valuable performance monument tool for many years. Possibly what is new is gearing this process to the future and not so much to the past. After all, there is nothing we can do to change the past. Here are some ideas on how to utilize the midyear review as a midyear tool for renewal.