Imagine if a hockey player's stats was only posted once every six months when the coaches do their REVIEW? How does the player know their performance in a timely manner to improve? We wouldn't know who the scoring leader is until the end of the hockey season!
If this sounds ridiculous to you too, why don't we provide more regular feedback to our employees? It shouldn't be sitting down with your staff twice a year, with great awkwardness, telling them how they can improve on things that happened in the distant past. This doesn't help them improve and worst it doesn't help your business.
In Daniel Pink's Drive, the stick and carrot model is useful for only short-term motivation. For sustainable motivation, purpose, mastery and autonomy are more effective. Regular review, feedback and course-correction are the mechanics to help your employee to improve and invariably master their performance.
Again, it doesn't cost more money just your time to care.
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