On the contrary, an employee performance review will benefit both the employee and the employer when they are conducted appropriately and employees know what is expected of them. We believe the short answer is that they are really only as good as the effort you put into them! According to Gallup, these reviews often can do more harm than good since only 14% of employees would “strongly agree their performance reviews inspire them to improve.” Likewise, in a recent article, Forbes stated that these types of reviews could be “pointless and insulting” rather than productive.
This question has been asked many times and has some conflicting responses. We’ll cover why performance reviews are important and how organizations can best shift to a new performance evaluation process, and the best practices to adapt to get there.Īre Employee Performance Reviews Necessary?
#APPRAISAL FEEDBACK SHOULD BE FOCUSED ON HOW TO#
What if we simply need to rethink how we have conducted performance reviews in the past? We may need to ask ourselves: what makes a good employee review? How can employees and employers collaborate and communicate to make the process more effective and productive? At Projections, we have had decades of experience helping organizations overcome employee engagement and retention issues, conflict resolution, how to implement a healthy work-life balance for employees, and how to meet the challenges your leaders are facing in their daily work lives. It makes much more sense to have a regular evaluation process that consistently gives and requests feedback between employees and management. After all, it doesn’t make much sense to only praise (or, if they have not performed at the levels expected - “punish”) an employee once a year for their performance from the prior twelve months. Many executives and HR teams are rethinking reviews and processes entirely. How many times have you been called in for a performance review and felt a sense of dread or uncertainty before you walked in the door? It’s a completely common feeling: performance reviews can be awkward, uncomfortable, or downright despised - by both employees and management alike.
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