Every year towards the end of the current fiscal year, my company's management team meets to discuss where we are with the department's activities and what tasks are still in progress suspended. Each year, one of the topics on the list is annual employee performance reviews. The topic of annual performance reviews is often a source of complaint from some department managers, which seems to be a common problem for companies according to Geller & Reis (2010). Every year we have discussed the fact that not all managers have completed the annual employee review cycle and need to hurry to get it done. The conversation usually focuses on managers saying they don't have enough time or that the manager or his or her co-workers don't feel the process is worth it. Fortunately, there is a portion of the management team that believes that employee reviews provide ongoing, constructive and thoughtful feedback to employees, that it is a key part of being a manager and should be an ongoing process that is not just something that you do every year. as part of a performance evaluation. In my opinion, performance management is one of the most important aspects of being a leader in an organization. The Negative Impacts of Poor Performance Management When I took over as director of our global support services organization, I was getting to know the manager better. He had been working for the company for more than 30 years and had been a group manager for more than 15. There was a mix of long-term employees with more than 25-35 years in the same position and some recently hired employees with 2-3 years of work. Some of the new employees approached me, concerned that they had not received a formal review since they started at the company. They... middle of paper... human behavior. [New York]: American Management Association.Comaford, C., (2013). The value of valuing employees. Health Care Registration: The newsletter for health care registration professionals. 22(11). 7-9. Chamberlain, L. (2011). Does your performance management need a tune-up?. Strategic finance. 93(5). 18-61. Haines, V. and St-Onge, S., (2012). Effectiveness of performance management: practices or context?. International Journal of Human Resource Management. 23(6). 1158-1175.Rockland, D. B. (2012). Goal-Aiming: Setting goals to measure results. Public relations tactics. 19(10). 8-8.Nahavandi, A. (2013, July 8). Leadership Definition-Nahavandi [Video file]. Retrieved from: http://www.youtube.com/watch?v=hhTp9-vhQNUNiehaus, R., & Swiercz, P., (1996). Do HR Systems Affect Your Bottom Line? We have the answer. Human resources planning. 19(4). 61-63.