It’s performance review season in many organizations. Yes, the time to stop thinking about 2012 goals and to start reflecting upon 2012 results. It’s the time to complete the process you believe is too long, too complicated and too restrictive to showcase your real talent. It’s time for the feedback you say that you want. All set?
If you are a boss or employee who hates the process anyway, here are five sure ways to ensure that you get nothing out of it.
1. Don’t Do It
Your boss is busy. You’re busy. Who has the time? So, when you get the review from your boss, just sign it. When you are asked why you didn’t have a review discussion, just explain that your boss made you skip it. If you are the boss, explain that you didn’t have time. Yep, in both cases, that’s the kind of leadership everyone is looking for.
2. Don’t Prepare
Just put something down. Your peers, managers and subordinates already know everything you’ve put into this year. Be sure to show your unfamiliarity with the written word, or even Spell-Check. Do not give a second thought to the decision makers who read your final performance review throughout the year when they look for talent to fill new roles or opportunities. Don’t worry about what they think of the manager who approved a review that looks like a middle school report. Surely, they will understand that it was the damn process.
By all means, save the best for last. You’ve been hoarding important feedback, client evaluations, extraordinary obstacles, changed standards or revised goals that affect this evaluation. Drop that baby right in there during the performance review discussion. Insist that it be the basis for the evaluation.
Of course, any missed goals were due to the new process, the new standards, the new timeline, the new employee, the new boss or the new team. Don’t forget to throw in old tools and no resources while you are at it. If you are the boss, blame your boss or someone else for the evaluation you give. Just explain that someone is making you do this.
5. Take all the credit
You are the contemporary Sisyphus; nothing gets done around here without you. Sharing credit diminishes your brilliance. There is nothing left to learn, nothing left to improve upon. The ball got over the line and that’s all that matters.
Your Bottom Line
You believe that your performance review system is broken anyway; you’re just giving it the attention it deserves.
Don’t worry about your peers who take the time to look beyond process, forms and deadlines to get value out of performance reviews. They are way too hung up on making this year better than last. They spend far too much time on reflection, feedback and considering possibilities. For the estimated 2, 088 working hours put in last year, they invest in and thoughtfully prepare for a one hour conversation about what happened. They actually think that they learn something useful!
You know that your performance review process sucks. And you’re going to make it happen.