Ditch the Annual Drama: Why Rolling Objectives Are the HR Misfit's New Best Friend

Hey HR Misfits!

Let's face it: the annual performance review is a dinosaur. Stuffed into a suit, forced to regurgitate stale "achievements" from 12 months ago, and leaving everyone feeling vaguely dissatisfied. Yeah, we've all been there. It's time to disrupt the status quo and embrace something more agile, relevant, and… dare I say… human.

Enter rolling objectives.

The Problem with the Old Way (and the Metrics to Prove It):

The traditional annual performance review is a relic of the industrial age, built for predictability and control. But in today's dynamic world, it's about as useful as a floppy disk.

• Lack of Agility:

  Studies show that annual reviews often fail to keep pace with rapid business changes. A Gallup poll found that only 14% of employees strongly agree that their performance reviews inspire them to improve. Research by CEB (now Gartner) found that traditional performance management systems often consume significant manager time, with little return on investment.

• Focus on the Past:

  Recalling performance from months ago is inherently flawed. It leads to recency bias, where recent events overshadow earlier contributions. A Deloitte study found that 58% of employees believe their performance reviews are inaccurate.

• Demotivation:

  The anxiety and stress associated with annual reviews can negatively impact morale. According to Adobe, employees would rather do any other task than a performance review.

• Infrequent Feedback:

  Annual reviews provide feedback far too infrequently, leaving employees without real-time guidance. A study by Officevibe showed that 82% of employees appreciate feedback in real time.

  
  

Rolling Objectives: A Misfit's Manifesto:

Rolling objectives are about setting shorter-term, dynamic goals that align with current priorities. They're flexible, adaptable, and foster continuous feedback.

• Increased Agility:

  Rolling objectives allow for quick adjustments in response to changing business needs. They encourage a culture of continuous improvement and adaptation.

• Focus on the Present and Future:

  Instead of dwelling on the past, rolling objectives focus on current priorities and future development. This promotes a forward-thinking mindset and encourages proactive problem-solving.

• Continuous Feedback:

  Regular check-ins and feedback sessions provide ongoing guidance and support. This fosters a culture of open communication and collaboration.

• Improved Employee Engagement:

  Rolling objectives empower employees to take ownership of their development and contribute to meaningful goals. This leads to increased motivation, engagement, and job satisfaction.

• Improved alignment:

  Rolling objectives allow for more frequent alignment with companywide objectives.

  
  

How to Implement Rolling Objectives (The Misfit Way):

• Start Small:

  Don't try to overhaul your entire performance management system overnight. Start with a pilot program or a specific team.

• Focus on Conversations:

  Rolling objectives are about ongoing conversations, not just ticking boxes. Encourage regular check-ins and feedback sessions.

• Use Technology:

  Leverage performance management software to track objectives, provide feedback, and facilitate communication.

• Empower Employees:

  • Give employees ownership of their objectives and encourage them to take initiative.

• Embrace Flexibility:

  Be prepared to adjust objectives as needed. The key is to be agile and responsive to change.

  
  

The Misfit Takeaway:

It's time to break free from the shackles of the annual performance review. Rolling objectives offer a more agile, relevant, and human approach to performance management. Let's focus on the here and now while setting goals AND giving real-time feedback.

What are your thoughts on rolling objectives?