Performance Plans Explained
There has been great distrust in general from performance plans. Why is this?
Well in large part it is because they are not used or implemented properly. If they were, they are actually a good idea - but sadly often they are mismanaged and companies only pay lip service to them and the managers that use them with their staff aren't trained on how to use them for best effect.
The reason they can be useful for you is they give you clarity as to what you need to deliver, by when and sometimes how (if your company has values or behaviours it expects you to adhere to).
The problem is that many staff view it as something the company has over you like a hassle or even type of homework or hold that it will hold you to account to. But view it from the other viewpoint - if you perform well against your plan then you are in a strong position and can show honestly that you've outperformed targets or done well against them and therefore are good value for your annual raise or bonus.
The main problem however is that we are all busy, and our bosses often have tons of meetings to attend (even if they are relatively pointless). If this is the case with your boss then often they will put off and put off meetings such as performance plans and reviews in favour of work which is frustrating and annoying.
If that happens to you then push for the review and make sure it happens, it is what you deserve as an employee and one of the key responsibilities for managers is to take an interest in their staff and their development, so it is not at all an unreasonable expectation to have.