How often do you think about how good you are at reviewing your staff? Because, contrary to popular belief, staff reviews aren’t only about the employee’s performance.
Performance reviews give employees a chance to be heard, to grow and to become better team members – as well as giving you a chance to evaluate how you run your business.
Recent research from the Society for Human Resource Management found that 90% of performance reviews are “painful and ineffective”, and so it’s no surprise that nearly a third of performance reviews actually end up decreasing an employee’s performance (The Psychological Bulletin).
So how do you figure out if you’re on track or starting to crack?
The infographic highlights all the ways that your employee performance reviews could be going wrong, and handily offers suggestions for conducting successful reviews. Scroll down for the overview, followed by the full source of tips and stats.
What’s wrong with a normal performance review?
- They’re held too infrequently – often happening only once or twice a year, and feeling like a work obligation when they come around
- They’re not conducted by the right person, often exercised by high level management who don’t ordinarily deal with the employee in question on a daily basis
- The scoring or judgement metrics are generalised across multiple departments, regardless of their working differences
- The ‘Recency Effect’ often takes place – this is a symptom of human error, where the most recent event is used as a marker of performance for an entire review period
- Feedback is only based on one person’s perspective. Without collaboration, this can be subjective, biased, or merely not a full picture of performance
- They’re often too closely linked to salary – increasing stress and devaluing the process of providing feedback, giving praise and improving performance.
What should you be doing?
- If you have feedback, give it straight away instead of waiting until review time. Employees respond to immediate feedback, even if it’s negative – and they can work on their performance day by day, instead of being overloaded with information at review time
- Prioritise development over evaluation – a much more positive experience that focuses on employee growth without fixating on negatives
- Don’t forget the positives – evaluating should be a balanced affair, praising as well as pointing out areas for growth
- Try out a new way, such as peer reviews. PepsiCo tried the 360-degree feedback model and nearly all employees said it made for a superior system compared to previous tools