[nilkn]

Here's my slightly unusual take on performance management as a manager.

If I'm doing my job well, reviews should mostly feel like a formality. They shouldn't take much time from me or from my reports.

If I'm doing my job poorly, one signal of that is that a review takes a lot of effort. If a performance review takes a lot of my time or that of the report receiving the review, it suggests there's been some considerable communication breakdown. Typically this means the report has been performing poorly, doesn't realize it, and I have failed to convey this situation to them. More rarely, someone is doing well but I failed and made them feel like they were doing poorly.

In this way, I still appreciate the review process. It encourages me to confront performance management issues continuously throughout the year, and in the worst case that I slip up it provides a safeguard that makes sure I eventually do get on the right page with the employee.

[shajznnckfke]

Some people just don’t like talking and/or writing about themselves. I find the process painful even if I know I’m doing great and I know that everyone else knows too.

[SergeAx]

And that is a clear direction sign towards being a better team member.

[nickff]

Thank you for sharing your insight.

[Decker87]

Wow, how very unusual.

[ci5er]

May I ask why you find that unusual?

EDIT: I don't know what country you are in.