Julie cannot emphasize enough how important it is for an organization of any size to have a structured system through which performance is managed.
An open door policy is never enough to ensure employees’ feedback on their workplace experience is being collected and responded to accordingly. Feedback must be administered in a structured and documented on-going manner, for both when an employee is doing well and when the employee is missing the mark. Yearly performance evaluations are more effective when supported with documented coaching and feedback from the entire year. The yearly performance appraisal form itself must be designed in a way that directly address job responsibilities, with specific expectations.