Annual Reviews

so what did you do all last year?

Every year in January, many of us sit down with our bosses, supervisors, and mentors to review the year past. Often these reviews are institutionalized (read:required) by our organizations, and closely tied to financial incentives (bonuses). Through the years, I have found these reviews to be a great look-back mechanism for what I achieved (or didn’t) in the past year. In conversations with friends and colleagues though, I have found that many of us don’t like these reviews as much as I seem to. So, I thought I’d write a short post to share my point of view.

Realizing that every organization does reviews differently, encapsulating thoughts on the subject instantly starts to look like multivariate calculus to some. I distill reviews into the following measures for the individual:

  • Have you defined the right measures?
  • Are you making progress toward your long term goals?
  • Do you like your organization and your team?
  • Does your manager really care about your career?
  • Was it a good year or a bad year?
  • How did you perform compared to your peers?

These are the questions I’ve asked myself, my team, and my organization every year. Some of these are obvious questions, and others are not. For example, the measures change through different stages of our career, life-stage, and external circumstances.

For organizations on the other hand, annual reviews are a good way to recognize, reward, and retain their top-performers; and at the same time introspect whether they have the right mix of people to meet the goals of the business.

How do you think about reviews? … like em? … hate em? I’d love to hear your thoughts.

Note: this is a repost from my blog, and was originally posted in Jan 2013

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