Annual performance appraisals tend to be unpopular and, current research suggests, ineffective. A better way to review performance is to hold regular conversations with team members, where the focus is on future plans and objectives and any feedback is relevant and timely, because it is close to the event.
The Performance Conversations Pocketbook sets out a good process and structure for these conversations, using the mnemonic C L E F T: conversations, leadership, expectations, future focus, timely. The book is highly practical in tone with – amongst others – useful chapters on the skills managers will need, and on objective setting. For those whose organisations are still committed to an annual appraisal system there is advice on how to integrate both methods.