A one-off annual appraisal creates anxiety, surprises and assessments that are skewed by the last two months. Continuous feedback, on the other hand, allows for real-time adjustments.
3 simple practices to introduce:
* A short, regular manager-employee check-in (15 minutes is enough).
* Positive AND constructive feedback, not just when problems arise.
* Objectives revised throughout the year, not set in stone in January.
Performance isn’t managed once a year. It’s built week by week.
By adopting this culture of constant dialogue, you defuse tensions before they take hold. Your teams remain engaged, aligned and empowered throughout the year.
Ultimately, management is no longer about assessing the past, but about supporting success on a day-to-day basis.