Ask any organizational psychologist and he/she will quickly support how important candid feedback is to employees.

While not a new insight, I regularly see leaders who struggle to conduct effective performance reviews.

Most of the time, leading-by-example is a great developmental technique. However,  I’m introducing you to 5 performance review Scrooges – please don’t follow the lead of these characters!

1.  Wing it Willie:

Mr. Willie is notorious for his lack of preparation. He’s always “too busy” to prepare his reviews, yet HR hounds him “unmercifully.” Typically, at the 11^th hour, he hurriedly schedules a meeting with an employee. Sometimes, armed with just a blank piece of paper, he’ll start the meeting with “So, it’s time we filled out these lame reviews again – what do you think about your year?”

He has also been so brazen as to ask an employee to fill out his or her own review! Then, assuming Willie has no major issue, he signs and turns it in!

Finally, in organizations without a form, he has been known to slip an employee a piece of paper with his/her raise scribbled on it. You hear him say something akin to – “I know you only care about the raise – here it is. Good job.”

2.  Ms. Polly-Anna:

To be blunt, Polly wouldn’t say Sh*@ if she had a mouth full! She is so conflict avoidant that the review process makes her a nervous wreck. Her typical approach is to enthusiastically share positive feedback, but notably avoid the negative.

It’s sad to watch her employees – while they love to hear the good; they simply want to know what they could do to improve. They want some candid input to help them grow as individuals. They want to advance their skills and climb higher in the organization.

Alas, Polly is always at a loss for what they could do to improve. Instead, she deploys her favorite closing line – “Just do more of what you’ve been doing!” she says with a smile.

3.  Joe (The Curveball King) Jones:

This guy is a real treat to watch – all year he interacts with his employees. Through the inevitable ups and downs he works side-by-side and never says a word. “He seems happy,” his employees think. “I guess I’m doing a good job.”

Then, in the annual performance review meeting, the “truth” comes out. Employees learn what “The King” has been thinking all year. They see his notes on various situations or events that should have been handled better. Typically, they are so shocked by this 180° turn – they don’t even hear half of what he has too say!

“Why didn’t he tell me earlier when I could of changed it” is the most common reaction. Anger and a complete loss of respect or trust is another.

What Curve-Ball thinks he is achieving is beyond me!

4.   Mr. “Wham-Bam, Thank-you Ma’am”:

Could anyone talk quicker!? It’s clear from the start of the meeting he just wants it to be over.

To Wham-Bam’s credit, he did prepare, but he’s just not comfortable (or interested) in the process.

He is there to deliver his message, ask “Any questions?” and get out of Dodge!

At best, his staff may have a chance to review the feedback at their leisure. Sometimes (but don’t hold your breath), they may be allowed to schedule a follow-up meeting to ask clarifying questions.

Most of the time, they must be content to get some feedback, but sad that they can’t discuss or learn from their boss.

5.  Mrs. No-Show:

This last character is interesting. She follows a pattern. She verbally acknowledges, “it’s that time again – we should talk about your performance,” but the meeting never occurs.

While she doesn’t send a meeting notice, her employees often remind her or try to schedule it themselves. After all, they want to hear what she has to say.

But No-Show can be brazen – she often doesn’t show up to the meetings they schedule!

Don’t get me wrong, she always has a “legitimate” excuse, but the meetings don’t occur.

Eventually, everyone tires of this charade and stops trying. I know employees who’ve gone years without a formal review meeting.

So there they are – the 5 Scrooges of performance reivews.  Do you know any of them?

Better yet, do any of them resemble you?

Don’t get me wrong – I know providing good performance reviews is difficult. Many leaders say providing candid, critical feedback is the toughest thing they do.

While I empathize, I don’t sympathize.

Difficult tasks require time and effort to learn. When you accept a leadership role – it is your job to figure it out. Performance reviews are no exception.

If you are one of these Scrooges, make this the year to change your bad habits.

I’ll bet if you try, you’ll realize it’s not so tough.