Employee performance reviews can be challenging for many people. Let's explore the common reasons why these reviews are often disliked and how we can make them better.
One of the main issues with traditional performance reviews is the excessive paperwork and time-consuming nature of the process.
Gathering and organizing the necessary information can be overwhelming and takes employees away from their regular tasks.
For example, employees may have to complete self-assessment forms, gather feedback from colleagues, and compile documentation to support their achievements.
This administrative burden can be frustrating and often leads to a sense of wasted time and energy.
Another problem is that performance reviews often occur infrequently, leaving employees unsure about their progress and development. Annual reviews cause more problems than provide solutions.
When the review finally takes place, it can be confusing to recall everything that happened throughout the year, leading to a lack of clarity and understanding.
For instance, an employee might have successfully completed a challenging project six months ago, but without frequent check-ins, the significance of their accomplishment or challenges that came up may be overlooked or forgotten during the review discussion. This inconsistency in timing and feedback can leave employees feeling disconnected and uncertain about their performance.
Infrequent reviews also prevent managers and employees from addressing performance issues promptly, allowing them to continue, further inhibiting the individual or the team they're on until the next review cycle.
Subjectivity and biases can influence performance ratings, making them appear unfair.
Different managers may have varying opinions and perspectives, which can result in inconsistent evaluations and treatment among employees.
For example, a manager's personal affinity towards a particular employee, at the time, or their unconscious biases, may unintentionally influence their assessment. These biases can impact an employee's performance rating and potentially hinder their growth opportunities.
Such inconsistencies can lead to a perception of unfairness and undermine trust in the review process.
Employees may experience nervousness and anxiety before a performance review.
The fear of criticism or negative feedback can impact their performance and overall well-being, creating a stressful environment.
For this reason it's important that managers focus on sharing constructive feedback for the purpose of future development rather than reflecting on negativity without reason.
Traditional performance reviews often involve one-way communication, where feedback flows only from managers to employees.
This lack of dialogue and opportunity for employees to express their thoughts and perspectives can hinder growth, improvement, and engagement.
Without open conversations, employees might feel unheard or unable to share their challenges or ideas.
By recognizing the shortcomings of traditional performance reviews and embracing a more continuous approach, organizations can transform their processes into a more effective and engaging experience for everyone involved.
Ongoing reviews enable employees to receive timely feedback, clarify expectations, and actively participate in their professional growth.
A continuous process also opens communication and fosters a culture of continuous improvement while removing the hassle of time-consuming paperwork.
To address the challenges of traditional performance reviews, organizations can shift towards continuous performance reviews using platforms like WorkStory.
Ongoing reviews provide regular and timely feedback, empowering employees to take ownership of their growth and development throughout the year.
A more continuous feedback loop helps build stronger relationships which allows for meaningful conversations.
If you hate your performance review process, why not make a change? See what WorkStory can do for your team.
