Worker opinions of performance reviews summary. Doing performance reviews that workers actually want can provide huge benefits to companies, as the improved response can lead to better worker performance.
So, if you’re an employer looking to keep up with the latest performance management trends or an HR leader looking to improve PM, you’re in luck. We’ve gathered everything you need to know about worker opinions of performance reviews. According to our research:
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92% of employees want feedback more than once a year.
Instead, 60% of employees report wanting feedback on a daily or weekly basis, meaning that companies with annual performance reviews are falling way behind.
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22% of employees have called in sick rather than go to a performance review.
These reviews often cause a lot of stress and anxiety, causing employees to prefer avoiding them altogether rather than facing feedback from their employers.
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15% of employees have cried from performance reviews.
Speaking of stress and anxiety, at least 5 out of every 20 workers receiving performance reviews have cried during the process. It seems something isn’t quite right with company methods and delivery.
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35% of employees have complained to peers about their performance reviews.
Complaints among workers can be infectious in the workplace, causing a toxic environment, reduced productivity, and even higher turnover. Needless to say, none of this is good for the company conducting performance reviews.
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28% of workers look for new jobs after getting a negative review.
Speaking of high turnover, performance reviews that don’t handle constructive criticism effectively can easily drive workers away. Over 1 in 4 will seek other work if negative reviews aren’t handled correctly.
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Only 10% of workers feel engaged after getting negative feedback.
A massive 90% of workers feel disengaged after receiving negative feedback, and given that disengaged workers cost companies up to 18% of that worker’s annual salary, too much negative feedback can be a huge issue.
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98% of employees disengage when receiving little to no feedback.
Between the negative results of negative feedback and no feedback, it’s clear positive feedback is the obvious choice for avoiding disengaged employees.
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66% of performance management systems fail to recognize high performers.
A whopping two-thirds of performance management systems fail to spot the highest performers, rendering them completely ineffective. No wonder so many people are crying after their reviews.
Performance management FAQ
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What is performance management?
Performance management is the process of enhancing and sustaining employee job performance. Doing so involves utilizing performance assessment tools, offering coaching and guidance, and consistently delivering feedback.
In the past, annual performance reviews were a common method of doing so, but in recent years, many companies and employees have started to favor immediate feedback.
This has led to discussions about how performance management should be done, and new innovations for companies. Ultimately, companies will always need to keep up with new trends and listen to employees in order to have effective performance management.
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Why is performance management important?
Performance management is important because it enables managers to monitor employees and discover who might need further guidance or training. In more detail, here are out top 10 reasons why performance management is important:
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Goal Achievement. PM helps align individual employees with company goals, ensuring that efforts are directed toward strategic priorities.
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Enhanced Productivity. By identifying strengths and areas for improvement, PM enables employees to work more efficiently and effectively.
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Employee Development. PM provides a solid framework for coaching, mentoring, and skill enhancement, contributing to professional growth and career advancement.
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Feedback and Recognition. Regular feedback fosters a culture of communication, enabling employees to understand their contributions and receive recognition for their achievements.
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Motivation. Clear performance expectations motivate employees to strive for goals and higher levels of performance.
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Identification of Issues. PM helps pinpoint problems early, allowing for timely interventions and preventing potential performance-related challenges.
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Data-Driven Decisions. By collecting and analyzing performance data, organizations can make informed decisions about resource allocation, training needs, and process improvements.
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Employee Engagement. Involving employees in the PM process increases their sense of ownership and engagement with their work.
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Accountability. Clearly defined performance metrics and goals create a sense of accountability among employees, fostering a culture of responsibility.
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Continuous Improvement. PM encourages a cycle of continuous improvement by assessing outcomes, identifying gaps, and adapting strategies accordingly.
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What are the elements of performance management?
There are 5 major elements of performance management, including goal setting, monitoring, feedback and coaching, performance appraisal, and rewards and recognition. To learn more about all of these important elements, here they are listed:
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Goal Setting. This element requires clearly specific performance goals that employees should strive to achieve. These goals are aligned with the organization’s objectives and provide employees with a sense of direction.
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Performance Monitoring. Regularly tracking and measuring employee performance against the established goals and expectations. This includes collecting data, assessing progress, and identifying any gaps.
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Feedback and Coaching. Providing continuous feedback to employees about their performance, strengths, areas for improvement, and developmental opportunities. Then, coaching allows for guiding employees toward enhancing their skills and achieving their goals.
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Performance Appraisal. Conducting formal performance reviews or evaluations at specific intervals to assess an employee’s overall performance and provide a comprehensive assessment of their achievements and areas for development.
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Rewards and Recognition. Recognizing and rewarding employees for their exceptional performance, achievements, and contributions. This can include promotions, salary increases, bonuses, or other forms of recognition.
All in all, these elements work in tandem to create successful performance management, and without them, there is often a disconnect between employers and employees.
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Conclusion
Workers have a clear preference for continuous and regular performance reviews, rather than annual ones, as receiving feedback at regular intervals helps them stay engaged.
However, the content of the review is also important. Just as workers respond poorly to infrequent or non-existent performance reviews, they also respond poorly to purely negative reviews.
Ultimately, companies have to work with staff to discover performance review preferences, and then implement those preferences in a way that adequately measures performance.
References
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WorkProud – Bad Feedback Can Disengage 90% of Your Workforce
Author
Jack Flynn is a writer for Zippia. In his professional career he’s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.
