Staff Performance Feedback Done Right

Marc Rosenberg: "Because supervisors know there will be an annual review, they may hold off giving feedback on an ongoing basis. So staff often hear criticism for the first time during the annual appraisal."6 problems with annual reviews. Plus sample forms for job and (sigh) annual reviews.

By Marc Rosenberg
On Staffing

“Feedback is the breakfast of champions.” – Ken Blanchard


MORE ON STAFFING: Why Staff Scheduling Should Be Centralized | 8 Recruiting Strategies: How Many Are You Using? | 6 Keys to Advancement Programs | Guidelines for Flexible Work Policies | Staff Need Meaningful Recognition | SURVEY: 97% of Leading Firms Now Offer Flexible Work Arrangements | How to Create a Talent Management Strategy
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This post is divided into two sections:

  • The progressive view of providing performance feedback, which a minority of firms today practice. Whenever something new appears in a major way, some firms are always slow to embrace it. Examples: proactive selling, going paperless, adopting the cloud and managing a CPA firm like a real business.
  • The traditional view of providing performance feedback, which a majority of firms still practice today. If asked why the traditional practice continues, a common response is often, “That’s the way we’ve always done it. It ain’t perfect, but we are reasonably satisfied with it.””