In the world of HR, performance reviews are important tools for employers and their staff to share feedback about performance, discuss career goals and expectations, and make improvements. At least that’s what they are in theory. If they are not used in the right way, performance reviews turn into busy work for managers, a waste of everyone’s time, or worse – a system that breeds competitive cutthroats.
So how can you be sure that you’re team is using performance reviews the way they are meant to be used? You can start by going over a few questions with your HR team and supervisors:
Are we using performance reviews? According to a survey by Bamboo HR, 42 percent of companies aren’t doing performance reviews. If you are among those that are only doing them informally or not at all, making it more consistent and regimented is something that should be considered.
Who’s benefiting from performance reviews? Ideally, both the company and the employee should get something out of these yearly discussions. In the survey, 67 percent of employees said they felt they weren’t really heard during their review.
Are you following up on what you learn from the performance review? Unfortunately, the survey shows that while 75 percent of respondents felt they get good feedback during the reviews, they don’t get much help implementing the feedback.
Take a look at BambooHR’s infographic, which offers some food for thought on what your staffers might really think about your review process. At the very least, it’s a good opportunity to reflect and evaluate your performance review process to make sure it’s beneficial for everyone: