Annual performance reviews have been used for decades. The effectiveness of annual reviews have been questioned and may be just a time marker to adjust salary more than to evaluate performance. In reading Assessing the Performance of Senior Leaders, it raises a different perspective. How do we evaluate senior leaders? What dimensions should be used? Is an annual review appropriate for current or future senior leaders?
Reviews can be used to do two things:
- Assign accountability for overall behaviors, actions, and results
- Set the stage for expectations for a refreshed year ahead
Beyond performance and expectations though, time may be better spent on understanding a leader’s philosophy and values and how these have changed during a year. Annual review of senior leaders may be more about how they lead than what they specifically accomplished. Don’t get me wrong. Performance is still required but how one leads may be a better indicator of long-term performance.
Now apply this to future senior leaders. What would be the value of encouraging and guiding a future leader to develop their leadership philosophy? I would venture to say the value would be extremely high, yet how often do we do this? If not often, why not?
The stage is set for our next Authentic Leadership Dallas meeting on November 25, 11:45 am to 1:00 pm at the Renaissance Dallas Richardson Hotel. To RSVP and find more information, please visit our Meetup page.
Our agenda will be:
- Quick introductions (Name and answer this question: What lesson did you learn from your last annual review?) – 15 minutes
- What are your lessons learned in delivering and receiving an annual review? What works best for you and the future leaders you are developing? (25 minutes)
- What role will annual reviews play in the future? Are they here to stay? What will change if they remain? Where should the focus of annual reviews lie? (20 minutes)
We look forward to another engaging leadership conversation! Join us.