In most offices, the annual review process can be less than ideal. Even when a review strategy is built around clear productivity goals, it isn’t guaranteed that those goals will be communicated properly and in many workplaces, goals remain unclear even as weak and inconsistent review protocols are carried out year after year.

The most stubborn review problems are common across a wide range of business models. Among them: 1) Reviewers pull punches to keep from undermining motivation, 2) reviewers pile on criticism, thus draining motivation, 3) employees resent, dismiss, or take reviews too much to heart, 4) review protocols don’t offer a road map to real performance change, and finally 5) employees are left with reviews that are too abstract, hard to contextualize, and offered by a single person—one supervisor or manager who may or may not have all the answers.

What are 360 Degree Reviews?

As it happens, several of these problems can potentially be solved by Read More