Morgan was perplexed, “Okay, so if I set the form aside. And if I buy into the conversation-is-the-relationship, where do I start?”
“Morgan, let’s go back to purpose. What is the purpose of the performance review in the first place?” I asked.
Morgan held his head in both hands, thinking. So many misconceptions abound on the purpose of a performance review that he was temporarily paralyzed. Finally, he spoke. “The performance review should provide feedback to the team member on their performance.” He stopped, still confused. “But isn’t that what we have been doing all along?”
“Let me change a couple of words in your definition,” I replied. “The performance review should provide meaningful feedback to the team member for the purpose of improving their performance. The feedback has to be meaningful and for the purpose of changing their current behavior to more effective behavior.”
Most current performance appraisal systems provide feedback that is not meaningful and do very little to change behavior.