We took a cursory glance at Twitter to see what the crowd thinks of year-end performance reviews. The results were not unexpected...
It's clear that people hate performance reviews. They hate doing them and they don't have the time to do them. Some of these tweets are a little more surprising.
It all comes down to previous experience. The current evaluation is a legacy business tool from the time of our grandparents. Our society has changed. We value growth, opportunities, and development over long-term security.
Our approach to work has changed. The methods by which we measure our performance should change as well.
These Twitter users are angry because they have to trudge through the monotony of a system that no longer applies. They're forced to use a process that's cumbersome. No one in their companies has thought to change it or realizes that there are alternatives because performance reviews are such an engrained part of our jobs.
It's time for things to change. Workers should demand better ways of measuring their efforts. Progressive organizations like Adobe have led the charge. Now it's time for small and mid-size businesses to join the movement.
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Whenever you’re ready, here are 4 ways WorkStory can help you:
The WorkStory Platform: Our all-in-one performance management solution. WorkStory makes it easy to gather continuous feedback, run 360 reviews, and track team progress—all in one place. Perfect for teams looking to move beyond traditional performance reviews.
The Performance Review Builder Tool: Create customized performance reviews that fit your organization’s unique needs. Tailor the reviews to each role, streamline the review process, and focus on growth-oriented feedback.
Performance Review Templates: Access a library of pre-built, best-in-class performance review templates that are ready to use. Whether you need templates for leadership, team members, or cross-functional roles, we’ve got you covered.
HR Document Templates: From onboarding checklists to change management guides, our HR templates are designed to save time and ensure consistency across your organization. Simply download, customize, and implement.
The truth is, performance reviews don’t fail because of employees—they fail because managers aren’t being held accountable for their role in the process. Here’s why manager accountability matters and how you can make it a priority in your organization.
As we head into the end-of-year review season, it’s a good time to evaluate how you’re conducting performance reviews. A well-executed review process can inspire and set a clear path for growth. But a few common pitfalls can turn reviews into an ineffective or even dreaded experience for employees.
As a leader, one of the most challenging things to spot is when your team members have mentally checked out but are still physically present. This phenomenon is called quiet quitting—where employees do the bare minimum without showing the engagement they once had.