UK 
United States
Stuart Hearn, founder and CEO, Clear Review www.clearreview.com
In a way, the annual engagement survey can be as tyrannical as its cousin, the annual appraisal.
They have some things in common. They’re both a snapshot of something that we feel and experience all year. Because they’re done annually, with a certain amount of ceremony and weight, they can take on a disproportionate significance. And, of course, they tend to be HR’s responsibility.
When we built Clear Review, we started with the knowledge that performance management, for most companies, didn’t actually improve performance. Its purpose, almost always, was to make the downstream activities simpler for the business. Pay rises (or not); promotions (or not): giving someone 3 out of 5 once a year made those activities easier.
