The simple truth about annual performance reviews
- Details
- Published: Monday, 02 December 2019 08:36
- Written by Phillip Strickler, CPA.CITP

There are many ways for employers to conduct annual performance reviews. So many, in fact, that owners of small to midsize businesses may find the prospect of implementing a state-of-the-art review process overwhelming.
The simple truth is that smaller companies may not need to exert a lot of effort on a complex approach. Sometimes a simple conversation between supervisor and employee — or even owner and employee — can do the job, as long as mutual understanding is achieved and clear objectives are set.
Remember why it matters
If your commitment to this often-stressful ritual ever starts to falter, remind yourself of why it matters. A well-designed performance review process is valuable because it can:
- Provide feedback and counseling to employees about how the company perceives their respective job performances,
- Set objectives for the upcoming year and assist in determining any developmental needs, and
- Create a written record of performance and assist in allocating rewards and opportunities, as well as justifying disciplinary actions or termination.