Consistent Feedback is Key
When it comes to how often employees want feedback about their performance, one key benefit of this approach is that it creates a culture of continuous improvement. Rather than waiting till the year’s end to discuss performance, I strongly recommend that managers and employees have regular conversations throughout the year to discuss progress and identify areas for improvement. This ongoing feedback can help employees feel more engaged and motivated, knowing their managers are invested in their success.
Focus on Constructive Framework
Act Like a Coach, not a Boss
Prioritize Employee Engagement
Final Thought
Based on the above considerations, we can conclude that traditional appraisals may not be the most effective way to drive employee performance and engagement. At Quinnox, we have been ardent believers that annual reviews are not enough to evaluate and recognize the year-long contribution of our employees in its true sense.
A year-long conversation approach, based on ongoing feedback and coaching, can be much more
effective at promoting continuous improvement and creating a culture of growth and development.
By investing in this approach, managers can help their employees reach their full potential and build
stronger, more successful organizations.
However, managers alone can’t single-handedly replace traditional practices of annual appraisal discussions with monthly or maybe weekly processes. The culture of continuous appraisal discussions must begin at the top of the corporate ladder, with leaders being promoters and advocates of such progressive thoughts and processes. When leaders are involved, it promotes positivity across all layers of working personnel. Implementing such initiatives leads to tangible improvements in productivity, morale, and job satisfaction, making appraisals worthwhile rather than dreaded hindrances.