New ways of doing performance reviews năm 2024
The performance-review process is more biased than people like to believe, with consequences that are harmful to employees and organizations alike. And it’s not just the managers conducting the reviews who allow their biases to creep in. Employees do it too, in ways that can harm their own prospects. This article identifies several common sources of bias in the performance-review process and suggests six practices rooted in behavioral science that can help keep bias at bay. Show
Many studies have exposed the degree to which bias is a factor in the performance-review process. Because the criteria for evaluation are so often vague and open-ended, it’s dangerously easy for patterns of bias to creep into the process and for managers to be guided by implicit biases. Expectations are often gendered; different standards of behavior apply to different groups of people; feedback can reflect negative stereotypes. All of these factors can lead to inappropriate assessments of performance, which in turn can prompt talented employees to leave — especially when they already have their eyes on the door, as is so often the case today, given how fierce the competition for talent is. Companies simply can’t afford to keep a review system in place that is biased against certain employees, misrepresents their skills and abilities, and even prompts them to seek jobs elsewhere. Performance reviews, when done properly, can be an amazing tool to align your employees around their goals. Unfortunately, proper employee performance reviews often fall by the wayside. Managers get busy and they sometimes fall into the trap of either only focusing on recent events (this is called the recency bias), or they'll use ranking systems that are unfair to most employees (especially top performers). In the past, traditional performance reviews have been seen as tedious. That's why so many companies have started to change their approaches. Deloitte, Accenture, Gap, GE, Microsoft, and many others have scrapped the annual employee performance review in favor of “frequent check-ins.” In theory, getting rid of something because it isn't working isn't a bad thing. And we are all for more frequent opportunities for performance feedback. Performance reviews should be one small part of your entire performance management process. That said, there is a real value in having a structured performance evaluation process, where performance reviews have a proper place. The truth is, when executed well, a performance review can be really powerful — for both managers and employees. Assess your organization’s employee experience in minutes The art of performance reviews What exactly is a performance review?A performance review comes in all types of types of forms and cadences. Some are more formal than others. Some occur annually while others more frequently. But at the core, a performance review is a structured process conducted by managers to evaluate employee performance. A well-structured performance review requires the following: A well-structured performance review requires the following:
Most importantly, employee performance reviews serve as a benchmark to assess job-related expectations, accomplishments, strengths, areas for improvement, and future goals — and an opportunity for feedback and course correction if need be. Goals of an employee performance reviewEmployee performance reviews have clear objectives that benefit both employees and the organization. These reviews offer valuable feedback to employees, acknowledging their accomplishments and pinpointing areas for improvement. They also serve as a means to align personal goals with the company's larger objectives. In the realm of managerial decisions, performance reviews play a pivotal role in:
However, it's important to note that a performance review isn't a one-sided feedback mechanism; it's a two-way street. These reviews foster mutual understanding by providing employees and managers with an accurate picture of ongoing progress. This process enhances communication and transparency, creating a platform for open discussions about performance, career advancement, and skill enhancement. Ultimately, the performance review process promotes accountability, ensuring both managers and employees are actively engaged in driving success. So, performance reviews? They're not just a chat. They're like a teamwork booster, a career roadmap, and a high-five station — all rolled into one. Benefits of employee performance reviewsUnlike ad hoc 'check-ins,' a performance review provides a formal structure for documenting an employee's performance history. This is valuable for supporting employees — including future referencing, succession planning, and addressing performance-related issues. However, it is also crucial for supporting managers in delivering effective performance management. When well-executed, the performance review process contributes to:
Performance reviews are one of many tools available for managers to engage, motivate, and retain their employees. They have different tools for different situations, and they need to know when to use which tool. Types of employee performance reviewsKudos to the companies that switched from annual performance reviews to more frequent check-ins, but it's not necessary to get rid of them. At a high level, here is how you should use each feedback tool you have. We'll go into more detail throughout the post.
Focusing on continuous performance management with a centralized processModern Marketing & Commerce (MMC), formerly known as Modern Marketing Concepts, is a New York-based company that helps businesses grow through digital strategies and optimization. Why they needed helpBefore Officevibe, Kathryn Kellam, the former VP of Sales and Marketing at MMC, had a tough time keeping track of her chats with team members. She used papers and computer notes to document her employee performance evaluations, which often got lost or mixed up. Her performance management system needed a bit of help, but then Officevibe came along to offer a hand. Having better conversationsOfficevibe is more than just surveys. It also has a special tool for one-on-one talks, simplifying the infamous employee performance review. Kathryn liked the trial so much that she started using Officevibe integrally. It helped her turn regular chats into super useful talks to inform performance evaluations. She shared survey results with her team and used them to plan more efficiently for the future. Making chats more efficientKathryn and her team used Officevibe to make lists of things they wanted to discuss. It was like having a plan for their formal (and informal) performance review moments. They even added things during the week that they didn't want to forget. This was especially helpful for their hybrid workforce. Happy team, great scoreWith certain processes streamlined, MMC enjoyed a stellar engagement score of 9.4. Kathryn thinks the 1-on-1 tool made a big difference in her review process: "Using this tool for chats and keeping notes really helped us get this great score." Their secret to great chatsKathryn’s secret to genuine employee performance chats was simple: be open and talk about everything. She asked her team about their lives outside the office and what they wanted to do at work. They also discussed what they need help with. Using Officevibe, they made lists of follow-up items which helped fuel collaboration and alignment. In the endThanks to Officevibe's 1-on-1 tool, Kathryn and her team were able to have better conversations and work more collaboratively with their performance review process. I really do feel that using the 1-on-1 platform gave us a formal process for reviewing and documenting things, and that has really helped us reach that score. Kathryn Kellam, former VP of Sales and Marketing at Modern Marketing & Commerce Performance review tipsHere are a few helpful employee performance review tips for you to keep in mind as you're structuring your review: 1. Set clear goals from the beginningOne of the biggest challenges with employee performance reviews is that they're not usually based on data, which leaves space for forgetting and biases. If you set clear goals from the beginning, you'll be able to accurately and fairly measure performance. If you and an employee agree on goals, they're less likely to challenge any negative feedback because it was made clear what you both would be measuring. 2. Remove any fearAnnual performance reviews can be incredibly nerve-racking for employees so it's important that you calm their fears. Start the meeting on a positive note, let them know that it's their meeting and that you're there to help them grow in their career. If you can set the tone early on in the meeting, you'll be much better off. 3. Use multiple data pointsUse the goals you set, milestones they've achieved, reviews from other coworkers, and as many different data points as you possibly can to get a more accurate picture of employee performance. The more sources of data you use, the less chance you have of bias getting in the way of the review. 4. Create an action planTogether, with the employee, create an action plan that you both can agree on for what to improve for the following year. A good tip to keep in mind is to find out what the employee's career goals and plans are to make sure you help them get there. The annual performance review is the perfect time to have those career growth discussions. Important: Make sure you provide any support necessary for them to achieve the goals in the action plan. 5. Take notes and follow upTake notes of everything you're discussing during the performance review meeting, and at the end of the meeting, make sure to follow up with the employee by email to ensure everyone is on the same page. Steps for a great performance reviewUnlock the potential of your performance management process with a strategic approach to performance reviews. Let's delve into each step of the process:
Each phase outlined above plays a pivotal and interconnected role in skillfully navigating the performance review process. By diligently following these steps, you lay a solid foundation for not only assessing performance but also fostering a culture of growth and continuous improvement within your team. Performance review phrases to useOne important thing to keep in mind when giving feedback during your review process is to focus on behaviors and not personality traits. Behaviors can be changed, whereas personality traits are harder to change. With that said, here are a few examples of phrases you can use in your next performance review:
Common issues with performance reviewsPerformance reviews (or performance appraisals), while essential, can sometimes stumble upon familiar challenges. Let's demystify these issues and explore ways to navigate them effectively, which is generally part of effective performance management:
By steering clear of these common pitfalls, you can enhance the effectiveness of your employee performance review process and foster a culture of growth, development, and shared success. Make performance reviews more effective with OfficevibeWhen it comes to effective performance management, performance reviews remain an integral part of the process. The key lies in simplifying the system to make them less heavy on managers and employees, and in nurturing a culture of trust within your organization. And for that, there are tools like Officevibe's upcoming performance management features. There are many ways to modernize traditional performance reviews into an employee performance review process that is met with much enthusiasm! Incorporate peer reviews and link performance to core values to add a robust layer to your review process, elevating its impact and driving the point of collaboration home. Shifting the focus from personality traits to actionable behaviors is another game-changer. This shift ensures that reviews provide constructive and actionable feedback, enhancing employee growth and development. Remember, the performance management doesn't end with the review. It's an ongoing collaboration, a commitment to continual improvement. Let your employees know that your shared goal is their development, and the review is merely a stepping stone in this collective journey. The art of note-taking throughout the year is a gem of wisdom. By using technology to your advantage, you create a valuable reservoir of insights, minimizing the influence of biases and enriching the evaluation with substantial data. Embrace these insights from Officevibe, and watch your performance review process evolve into a dynamic force that propels your team and organization toward excellence. You'll have amazing reviews and catapult your performance management abilities! What are the new approaches to performance appraisal?Modern methods of performance appraisal include 360 degree feedback, management by objectives (MBO), psychological appraisals, and the behaviorally anchored rating scale (BARS), to name a few. What is replacing performance reviews?Here are seven alternatives to the dreaded annual performance review:. Focus on accomplishments and goals. ... . Have more frequent reviews. ... . Get more input. ... . Replace formal review with casual feedback. ... . Separate feedback from compensation. ... . Go digital. ... . Review the review.. What are the modern techniques of performance appraisal?Six modern performance appraisal methods. Management by Objectives (MBO) ... . 360-Degree Feedback. ... . Assessment Centre Method. ... . Behaviorally Anchored Rating Scale (BARS) ... . Psychological Appraisals. ... . Human-Resource (Cost) Accounting Method.. What is the best method for performance reviews?Here are five best practices for performance reviews that can help improve the review experience for employees as well as their managers.. Focus on continuous performance management. ... . Focus on work performance. ... . Factor in effort, not just outcomes. ... . Tailor evaluations to the job. ... . Be empathetic.. |