Yes or No to The Performance Review
End of year reviews, the process that managers love to hate and employees dread. Although performance reviews have been in place for many generations, until recently no one has given thought to whether the process actually motives employees or discourages them.
As 2015 came to an end, I was working with a client to complete their 2015 performance reviews. As we were in the middle of the process discussions started about how cumbersome the process is, how backward thinking it is and the question was asked…does this process really benefit us as an organization and how do our employees feel about it?
Quickly my HR hat went on. But before I spoke I thought about my previous positions in large corporations. The end of year reviews that were mandated by corporate, the demands on timing and meeting quotas, the discussions around the bell curve and not having too many high performers, and I immediately thought… there’s got to be a better way.
Are we truly taking our employees and our organizations to the next level with the rushed end of year performance reviews that label employees with a rating of generally 1-5? Is the process of looking backward over 12 months effective or even possible? And I started thinking could organizations do away with end of year performance reviews and ratings?
To my surprise after much research, some organizations have already started that and some of those organizations are large, well known global companies. They are looking at processes that are more forward thinking and some don’t even include any formal written documentation. I instantly thought… one of the first things we want to see when we are going to discipline an employee is their previous performance reviews. But let’s be honest…because of the ineffective process, many of those performance reviews simply state “meets expectations”. So the question then is maybe it’s better to not have reviews on file.
I applaud those who are thinking outside of the box, those who are creating innovative, motivating, engaging and effective processes for managers and employees to have ongoing performance discussions. “Man is a goal seeking animal. His life only has meaning if he is reaching out and striving for his goals.” Aristotle
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Operations Professional at Looking for New Opportunities
8 年Tracy, I just went thru the review process,myself,its one of those things I made my mind up along time ago, that I was going to call it like i see it, But reality sit in and I have found out that sometimes you might just be very creative.in motivating people.
Plant Controller at Rittal North America LLC CPA (Inactive)
8 年Thanks for the article Tracy. Certainly is thought provoking. We are going through that process right now and where I struggle is when one has multiple bosses, and each one does not fully understand themultiple roles you play. This can be frustrating and de-motivator for the employee.
HR & CFO at JAYDE Corp
8 年Thanks for writing this! This has been a big conversation for us lately. It has been such a challenge to come up with a new review process that engages the employees AND managers, that is not a total time drain on resources, that develops our employees to be hugely successful, and that incorporates a well-defined succession plan. I hate the old rating systems and the once-a-year sit-downs. I'm with you. There has to be a better way!