In a non-broken company, what is an annual review supposed to accomplish?
(I assume non-broken companies exist somewhere... but that's another discussion!)
Right now, I'm staring at a piece of paper that says something like this:
- What is your job?
- What goals did you achieve last year?
- What goals do you hope to achieve this year?
Now, if I was the guy who's paid to sweep the floor, my review form would look like this:
- What is your job? Sweep the floors.
- What goals did you achieve last year? Swept the floors.
- What goals do you hope to achieve this year? Sweep the floors.
Why am I writing this thrice? More to the point, since my "goal" is my job description... why does this piece of paper need to exist?
Of course, my job isn't to sweep the floors; my job is to write the code. Every day, I turn up and write the code for several hours, and then I go home. My goals for last year were to write the code; my goals for this year are to write the code. Do I really need to spell that out? Isn't that what my job description says already?
So that's the paperwork (which, arguably, exists to keep HR happy). Now the actual review itself: So a bunch of us are going to sit around and talk about how my performance is going. But if my performance isn't up to standard, shouldn't somebody have been talking about that before my annual review? Likewise, if I do something exceptionally well, shouldn't somebody say something about it then? Rather than in 8 months' time or whatever?
In short, I'm not really sure what this meeting is supposed to achieve. It seems like undirected busy-work to me. But maybe that's because I've never worked for a company where HR isn't broken. (?)