"Un-Reviews"... And Why You Should Have Them

By Robyn Porter, Human Resources Manager & Consultant, HTG Peer Groups

Ugh, I can already hear the collective groans taking place from just reading the word “review.”  Nothing sparks more dread, stress, and even fear from bosses and their reports than this time honored exercise in performance management. Comments I’ve heard over my years in HR range from,  “I don’t have time, you write it,” to “I need a highly detailed format to deliver every single quarter,” depending upon that manager’s style. The debate rages on as to method, delivery, frequency, format or even the relevancy of reviews in the current business climate.

While I think there is merit to the criticisms of reviews, I also believe they are necessary, from both a performance management perspective and a compliance perspective. Having said that, I fall somewhere in the middle of the debate with this: Yearly performance reviews are a necessity but a formal quarterly review process ... not so much. Therefore I present to you the Quarterly “Un-Review,” with all of the benefits but none of the fanfare and stress of a formal review (we can discuss the needs for a more formal yearly review at a later time).

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