Forget Traditional Performance Reviews: 3 Reasons Why You No Longer Need Them
It’s becoming more evident that traditional performance reviews aren’t as effective as they once were. Today’s workers have different values than their predecessors. Construction professionals want more than just a paycheck. They also want professional advancement, flexibility, continuing education, and opportunities to make a difference in the world around them. As construction recruiters, we also see that the way employees are given feedback can sometimes be ineffective. Here are some reasons why you should forget traditional performance reviews if you want to land and retain the best talent for your construction jobs.
Based on Your Opinion
During a performance review, you are basically sharing your opinion about your employees unless you have gathered and documented specific examples throughout the year regarding the contributions of each of your employees. And even if you have, sharing those documented instances can cause your employees to get defensive and feel like they are under attack when their contributions are viewed as unfavorable. The fallout can be very disruptive to workplace harmony in the weeks that follow a performance review. It’s time to leave the blame and shame method in the past and prove that you are on the same team as your employees. Find ways to regularly share positive feedback with your team so that a balance is struck between encouragement and constructive criticism.
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Project Management Professional (PMP)
5 年I agree. If an employee only grades you once a year, it’s a clear they’re not paying attention. Success is always overshadowed by failure. Any concept of learning by failing is fantasy. Most companies, perhaps rightfully so, are risk averse and failure is most often than not met with a punitive response . The reward associated with annual reviews is not worth the stress for most.