Why most people hate annual performance review? There are a lot of practical reasons: it’s not consistent, not fair, or not based on objective metrics, etc. But more importantly, it is often an agonizing process to review, analyze, and admit your weakness and limitations. Even worse, to work with your manager on an improvement plan.
This last point reflects an important pitfall today’s performance review mindset. Conventional wisdom in management expects well-rounded employees who have no weaknesses. If you do, you need to be aware of it and try to overcome it. So as employees get more seasoned, some of they learn to conseal their weaknesses better.
In recent issue of HBR, Marcus Bucingham discusses how great managers should focus on employee’s strength and individuality . It is a great article that has many implications in day-to-day management. Because I did a project several years ago on employee performance review, it first occured to me that we should restructure the performance review process to enhance people’s self-assurance rather than their self-awareness.