If you’re tired of grading employees for past performance instead of improving it in real-time, it may be time to rethink your approach to performance reviews.
The Problem With Performance Reviews
According to Gallup,
only 14% of employees strongly agree their performance reviews inspire them to improve.
Conventional employee performance reviews are:
Typically held annually or
semi-annually, which gives employees little opportunity to course-correct
Linked to salaries and
promotions, which hinders honesty
Often limited to one-sided
feedback based on opinions, not data
Impacted by bias, causing
employee ratings to be inflated or deflated
Not rooted in a plan to develop
employee skills and abilities
3 Ways To Modernize The Performance Review Process
As you welcome the New Year and a new decade, show your employees that you’re willing to shift away from the status quo by reinventing your performance review methods. Here are some ideas to
help get you started.
1. Streamline the Process
When onboarding new staff, establish and document clear expectations, rules and requirements between employer and employee.
These may include:
Specific workplace performance
goals based on the job description
Clarity on how success will be
Scheduled mentorship meetings
Manager checkpoints at one month,
three months, six months, and beyond
A clear plan of action for career
Steps to keep everyone on the
2. Set Realistic Employee Performance Goals
Setting measurable and attainable employee performance goals linked to your organization’s overall strategy has been shown to improve employee performance by 12 to 15%, even without
financial incentives to accomplish them.
Goal setting should be a collaborative process between employer and employee. Here are some of the most widely used frameworks:
goals clearly define expectations and how the goals will be measured (specific, measurable, achievable, results-based, time-bound).
The Objectives and Key Results
(OKR) strategy defines individual, team, and organization-wide objectives and the key results that need to be realized over time to accomplish them.
3. Enable More Diverse Feedback, More Frequently
By shifting away from one-way criticism to interactive, two-way conversations between managers and employees, you’ll create key opportunities for feedback and improvement.
The foundation for a great feedback relationship can be solidified by a conversation in advance, separate from a feedback discussion, about how each of you prefers to receive constructive
feedback. Do you want a ‘heads up’ with some context? Do you just want them to say it? Do you need it positioned with reassurance about positive performance?
Informal check-ins: Create
more regular, bite-sized meetings throughout the year to enhance your relationships, build trust, and help employees improve and grow.
feedback: Solicit feedback from peers, colleagues, direct managers, and indirect managers who have worked closely with the employee. This provides a more robust picture of the
employee performance in real-time, allowing them to make the adjustments and decisions needed.
AccessHR Inc.provides professional HR consulting services with exceptional quality, creativity and ethical
practice. When it comes to supporting clients, we focus on doing the right thing.