{"id":10312,"date":"2023-01-01T07:06:48","date_gmt":"2023-01-01T15:06:48","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10312"},"modified":"2023-05-11T14:58:32","modified_gmt":"2023-05-11T21:58:32","slug":"5-reasons-why-my-opinion-on-performance-reviews-has-changed","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/5-reasons-why-my-opinion-on-performance-reviews-has-changed\/","title":{"rendered":"5 Reasons Why My Opinion on Performance Reviews Has Changed"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<p>Throughout my career I have looked after several teams of people working in many different cities around the world. As a manager (and I like to think I\u2019ve always been a pretty good one!), I have always been a strong advocate for running a thorough performance review process.<\/p>\n<p>I attended a Betterworks Goal Summit in San Francisco and during the course of two fantastic sessions, my opinion on the entire performance review process changed dramatically. Here\u2019s why.<\/p>\n<p><b>Key Takeaways:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Performance reviews can often be time-consuming and reduce employee morale without bringing enough benefits to outweigh the disadvantages.<\/p>\n<\/li>\n<li>\n<p>Instead of performance reviews, real-time, ongoing feedback for employees can be much more effective.<\/p>\n<\/li>\n<li>\n<p>Consider making feedback more of a two-way process between you and your employees. In addition to just giving your employees feedback, ask for feedback from them as well.<\/p>\n<\/li>\n<\/ul>\n<p><img alt=\"5 reasons why my opinion on performance reviews has changed\" src=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2023\/01\/5-reasons-why-my-opinion-on-performance-reviews-has-changed.png\" style=\"width:100%;\"\/><\/p>\n<h2 class=\"fancy\" class=\"fancy\" id=\"reasons-to-reconsider-performance-reviews\">Reasons to Reconsider Performance Reviews<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>94% of people believe performance reviews are a waste of time. <\/b>On average, managers spend 200 hours on the performance process every year. And yet 94% of people (let\u2019s face it, that\u2019s pretty much everybody in an organisation \u2013 employers and employees alike) don\u2019t believe their current performance review process is valuable or worth the time.<\/p>\n<p>The process is described as time consuming; extremely subjective; demotivating; unhelpful and some people have described their performance review as being worse than a visit to the dentist.<\/p>\n<p>I\u2019m not necessarily suggesting you should ask everyone in your company what they think of performance appraisals, but you may want to think about how many of them (managers and staff) actually enjoy the process.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>People prefer real-time feedback. <\/b>Sitting down and being rated or ranked once or twice a year has been described by hundreds of employees as \u201ca real buzz-kill\u201d when it comes to performance and motivation. Employees would much prefer to have far more regular authentic 2-way conversations.<\/p>\n<p>I have personally always made sure I\u2019ve been thoroughly prepared for every performance review I\u2019ve ever run. I also always gave my team ample time to prepare for their reviews and I sincerely hope our conversations were meaningful.<\/p>\n<p>Employees today don\u2019t want to look back and reflect on the last 6 or 12 months. They want to be operating \u201cin the now\u201d.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Ongoing feedback is key to employee happiness. <\/b>Dr. David Rock from the Neuroleadership Institute has talked about some of the most common conversations held between managers and employees.<\/p>\n<p>By having more frequent discussion around goal setting, project feedback, compensation and career aspirations, this can actually transform performance.<\/p>\n<p>Ongoing feedback is a far more energizing approach that keeps the discussion going. The process is far more open, collaborative, measurable, frequent and light-weight.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>One\u00a0in three\u00a0companies is moving to a continuous performance management model. <\/b>Many of the world\u2019s largest companies are transforming their approach to performance management.<\/p>\n<p>In an inspiring session, Donna Morris \u2013 EVP Customer and Employee Experience at Adobe \u2013 talked about how she was instrumental in completely dismantling the performance review process at Adobe, moving instead to a \u201ccheck-in\u201d model where employees participate in their own success and goals and expectations are living and breathing throughout the year.<\/p>\n<p>You can read all about how Adobe retired performance reviews and inspired great performance here.<\/p>\n<p>In the spirit of open-sourcing, Adobe is happy to share the story of its journey as well as the tools and resources to help other companies start Check-in programs of their own.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Asking for feedback is more important than giving it. <\/b>What happens to your biology when someone says, \u201chey, can I give you some feedback?\u201d David Rock explained how people have an intense physiological reaction to feedback and how we should stop <em>giving<\/em> feedback and start <em>asking<\/em> for it.<\/p>\n<p>He then went on to highlight how a number of common perceptions about feedback are wrong. For example, do we really hate feedback? Or is it more that we just don\u2019t like it when it comes unsolicited from other people.<\/p>\n<p>By abandoning the formal (more often than not) one-way performance appraisal process, and moving to a more regular open \u201ccheck-in\u201d model (like Adobe), both sides feel far less threatened.<\/p>\n<p>David Rock&#8217;s top tip was to ask for feedback <em>first<\/em> and give it if you have to. That way you get the feedback more quickly and regularly; you can ask many people thereby reducing bias; and you can get the specific feedback you need when you need it as opposed to waiting for months by which time the feedback could actually be irrelevant.<\/p>\n<\/li>\n<\/ol>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-10312';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-10312\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"performance-review-faqs\">Performance Review FAQs<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Are performance reviews objective?<\/b><\/p>\n<p><b>No, performance reviews are generally not objective.<\/b> Performance reviews are inevitably subject to biases and other forms of human error. This is another reason why moving away from the traditional performance review process can be helpful.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Do performance reviews improve performance?<\/b><\/p>\n<p><b>No, performance reviews do not inherently improve performance.<\/b> In fact, studies have shown that performance reviews can do more harm than good by causing stress and anxiety among employees, which can actually harm performance.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Why do employees dislike performance reviews?<\/b><\/p>\n<p><b>Employees dislike performance reviews because they often have negative connotations.<\/b> Even if they are scheduled or part of a standard procedure, employees often associate performance reviews with negative perceptions. They might assume that an upcoming review means that there has been a problem with their performance.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>How can you replace traditional performance reviews?<\/b><\/p>\n<p><b>You can replace traditional performance reviews with a recurring &#8220;check-in&#8221; process.<\/b> The &#8220;check-in&#8221; process allows you to open dialogues with your employees without the pressure and baggage that comes with a traditional performance review. This can also be more of a two-way process to help you hear how your employees think things are going.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"final-thoughts\">Final Thoughts<\/h2>\n<p>It&#8217;s worth taking the time to consider whether traditional employee performance reviews are productive or destructive. Many companies are moving away from traditional performance reviews in favor of updated employee feedback models.<\/p>\n<p>Moving to a new performance management model might make the entire process more effective on both sides, both for you and your employees.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I recently attended the Betterworks Goal Summit in San Francisco and during the course of two fantastic sessions, my opinion on the entire performance review process changed dramatically. Here\u2019s why.<\/p>\n","protected":false},"author":3,"featured_media":10314,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[100,120],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>5 Reasons Why My Opinion on Performance Reviews Has Changed<\/title>\n<meta name=\"description\" content=\"I recently attended the Betterworks Goal Summit in San Francisco where my opinion on the entire performance review process changed dramatically. 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