The annual review is an aspect that many businesses use to give their team members feedback, often because it’s the way they’ve always done things. But like Kirk says, “That’s the way we’ve always done things” are the seven most dangerous words. Ultimately, the annual review doesn’t have a positive impact on a business, but there’s a better option. If you’re looking to promote growth, strengthen relationships, and improve your team’s accountability and performance, then what you need isn’t an annual review—it’s a check-in system!
- Annual Reviews are Ineffective
Waiting all year for the annual review results in a disconnect between the review or feedback and the day-to-day performance for the team member. I liken it to getting a failing report card at the end of the semester without getting any progress reports along the way! Additionally, there’s the possibility of bias due to recent events, sometimes leaving anything from earlier in the year forgotten. Furthermore, there’s a tendency for leaders to store up all their criticisms during the year for the annual review. When it happens and the team member hears all those criticisms at once, it can damage morale and leave them dreading any future reviews. Finally, we all know the team member is only thinking about one thing when it comes time for the review—“Am I getting a raise?” As a result, they’re not there for open communication or to receive feedback; it’s all about that one big question for them.
- Check-ins Bring Structure and Consistency
When you implement a system of scheduled check-ins, you’re intentionally setting aside time to connect with a team member and provide feedback. I recommend scheduling them every four to six weeks, and since you’re holding them regularly instead of once per year, they don’t need to be long—15-30 minutes is best. Doing so creates frequent opportunities for open and honest dialogue, which builds an incredible, continuous feedback loop that enables behaviors to change in real-time.
To take your check-in to a completely new level and add in even more structure, I recommend that you use an agenda. Check out this agenda we use! Have the team member fill it out and submit it in advance of the check-in, and then you can review it and explain how they can prepare for the check-in. Doing so enables you to maintain consistency and makes sure that everyone knows what to expect.
When you swap your annual review for a consistent check-in system, you unlock the ability to develop a higher level of trust and commitment from your team. Remember, the check-in isn’t about critiquing performance—it’s about developing leaders within the practice. It promotes growth, strengthens relationships, and ultimately enhances accountability and performance, leaving you with a more effective team that will take your practice to new heights!
For more information about how ACT can help you build a Better Practice and a Better Life, reach out to Gina!
Tune in next time and learn how you can start seeing more of the patients you love!
