Earlier this month, the Wall Street Journal reports that 58% HR professionals give their own performance management systems a grade of C or below. Some go as far as saying performance reviews are hurting companies and should stop.

So why do we keep doing them?

Because it’s easier than the alternative.

Feedback needs to be authentic, consistent and delivered in real time. With “real time” defined as once a situation has come to the managers attention and with emotions enough in check to have a fruitful conversation.

Performance reviews are a crutch. A process created by HR that creates a neat little container for 60 minutes of directed feedback a year.

I’ve been counseling my clients for years that if there are any surprises in a performance review, they’re not doing their job right.

Are you?

Copyright 2010 Michelle Randall. All rights reserved.

Author's Bio: 

Trusted advisor to business leaders worldwide, Michelle Randall, President of Enriching Leadership International, applies her "honed sixth sense for business" to create breakthrough results. Her executive coaching and business consulting clients include senior executives at Fortune 500 companies, business owners, high-raking political leaders and their teams. For more information: http://www.enrichingleadership.com.