All too often, performance management is a painful topic. Be honest, if it weren’t for deadlines and robo-emails from your performance management system, would your 2018 reviews be complete?

I have long been an advocate of year-round performance management. Sort of a continuous flow of feedback (good and constructive), so that there are no surprises at the end of the year. I find this makes the annual conversation less of a surprise and it helps along the way by course-correcting behavior as necessary.

This article lays out very clearly how to work through the process and make it more effective for the organization and the participants.