If you listen to Sunday's cast folks, you'll know that we were re-releasing our performance review cast because so many companies are about to enter performance review season.

Yesterday's cast was about gathering all the information you need to evaluate your team, and now it's time to sit down and actually deliver the

review. As with the other cast this was originally two parts and we've pushed it

into one. I'll be back at the transition. Here we go. My guess is that delivering reviews is probably one of, if not the most stress-inducing anxiety-producing events most managers go through each year.

Only exceeded probably by getting laid off or laying someone else off.

Yeah, you know, I think they're good and what's sad about it is it's it's it's much more stress-inducing for the people who are receiving it because the managers do it so poorly.

And you know, it goes back to something I told somebody a couple of years ago, Mike, I call it the Christmas

rule, which is anything that you do once a year that's really important to you,

like Christmas, is going to be stressful, right?

You don't practice it.

Right. It's like people playing golf once a month and wanting to be really good like the guys on TV.

Not going to happen.

So yeah, I'm not surprised it's terribly done, but it is pretty bad.

Of course most managers that I know don't they don't mind giving positive reviews

so that's not the ones that produce the stress it's the it's the providing

some constructive feedback during the review that presents most people with the difficulty

Yeah, but you know you know what's funny about that Mike is that everybody I mean even your good performers, can get noticeable improvement out of a well-delivered

review.

So really what managers are saying is, I want my job to be easy, please, rather than I want to do the best job I possibly can.

Sure, it's easy to give a good review.

But what you're essentially saying is,

I'm going to not stretch my top people.

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