re: 4 Reasons IT Leaders Hate Giving Performance Reviews
The most effective review process is to give continuous feedback. There is zero value to tell someone in July that they screwed up in January, but did an awesome job in March. And the annual compensation adjustment is not as beneficial to boost morale and increase motivation than frequent bonus payments and gradual increases. Overall, the increases need to at least match the rate of inflation, otherwise employees get less for the same work. Maybe this is why it is no longer called a raise, but an adjustment (which could go either way, a raise cannot).
I've been through many performance reviews and I found them mildly useful. The worst part is the self-evaluation. Does anyone in their right mind come up with something that does not make them look like superwoman / superman? And the questions that HR makes us answer are just dumb. How can I tell if my work aligns with the company's vision when for most of the projects I work on no short term plan exists? Besides that, if I have visions I take a sick day and go to the doctor.