Do performance reviews always seem like a check the box activity? Most of my employees and my boss don’t really put that much in to them, and to be fair, nothing really changes as a result when comp is pretty fixed. All the prep that goes into them feels so wasted.

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They're a check-box activity if managers treat them like one. What, precisely, is the objection to giving feedback? It should be done constantly, immediately after the employee does something that feedback -- positive or corrective -- would either encourage repeating or not doing again.

So few managers do that, and then rely on the annual review to provide minimal feedback, typically without any actual examples, that they do become a worthless activity. I've seen "Mary needs to be more approachable" type of comments in the annual review, with zero context and zero examples of how Mary hasn't been approachable.

If managers aren't willing to give their employees timely, complete, and actionable feedback throughout the year, they have no right to complain about the "check the box activity. The annual review should be a summary of what has been said to the employee throughout the year. Good managers make it so.

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Immediate feedback is so important. The company I started my career with engrained this in me and it can just be small little things that you correct before it turns to a big performance issue. I really like the one minute manager approach. So many leaders seem to be afraid to give actual feedback.

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I’d say if your position is rank-and-file or a cost center role with no real metrics, then they’re probably mostly a check box… but I’m sure it doesn’t take until your review to have an idea of where you would rank…

I’ve spent a career in performance based roles, and we set annual goals and quarterly goals… so your annual review is really a performance check-in… but I do regular check-ins, and my door is always open if my team needs me…

To be honest, if your leadership isn’t giving feedback in the moment or letting you know how you’re doing throughout the year, then that’s a leadership problem; and I could understand when people say they feel they’re “stuck”…

The problem is that those who say they feel “stuck” more times then not hate performance reviews so it’s a double edged sword…

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I think they’re so HR has a record if they ever need to fire you.

Even more reason to document the wins from the performance period

I always ask for feedback on every 1 on 1. Rarely do I get any. My annual reviews are cookie cutter. When I managed people, by the time my superiors reviewed them, the became cookie cutter. A complete dog and pony show.

Yeah that’s terrible. Even tougher when it’s just part of the culture not to give feedback, which is what it sounds like.

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