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From Annual to Continuous: The Shift to Real-Time Performance Reviews and Why It Matters

For many years, annual performance reviews have been the standard procedure for assessing worker performance. Managers assess an entire year’s work in a single meeting, leaving little room for continuous improvement.

However, today real-time feedback technologies are expeditiously replacing this conventional method. The inadequacies of the previous approach are shown by the fact that only 2 out of 10 employees strongly feel that their performance is handled in a way that inspires them to accomplish exceptional jobs.

The importance of continuous performance assessments is rising for modern businesses. This method of encouraging input takes care of issues as they come up. Continue reading to see why the future belongs to real-time performance assessments.

What Is a Performance Review?

A performance review is a process where a manager and employee discuss the employee’s work and achievements over a set period, typically once a year. These evaluations, which offer a formal means of evaluating performance and offering criticism, have become an integral element of business operations.

Managers typically use these annual evaluations to determine whether employees should be promoted, adjust pay, and identify areas for improvement. It may surprise you to hear that most managers spend roughly 210 hours a year preparing their teams’ yearly performance reports.

Although the typical performance review provides an organized means of monitoring advancement, it frequently fails to take into account current obstacles or successes. This kind of inert approach may result in delayed feedback, which can lower staff morale.

Continuous performance reviews offer more rapid and useful feedback; therefore, transitioning from annual to continuous performance reviews is important.

The Limitations of Traditional Annual Performance Reviews

Limitations of Traditional Annual Performance Reviews

Annual performance reviews have been a part of business culture for a while, but their advantages are dwindling.

Here’s the reason behind this:

1. Outdated Feedback

By the time of the annual review, the input may not be relevant. Employees may experience a range of problems and changes throughout the year that aren’t typically addressed in an annual meeting. Staff members may become frustrated and feel cut off from management as a result of these delays.

2. Lack of Employee Engagement

Conventional annual evaluations may come across as a checkbox exercise instead of a sincere conversation. Employee disengagement may occur if they see the procedure as a formality rather than an opportunity for growth.

3. Inability to Handle Ongoing Issues

Annual assessments usually concentrate more on previous performance than on dealing with present problems. Due to the delay in input, problems could continue if they are not addressed in a timely manner, which would eventually impact team dynamics.

Many companies are giving up on this business model. For instance, Deloitte redesigned its performance management systems in 2015 and eliminated cascade targets, yearly assessments, and 360-degree feedback tools in an effort to promote a more flexible approach. In a similar spirit, Adobe has also included a continuous feedback system.

Do Most Companies Still Host an Annual Performance Review?

It may surprise you to hear that many businesses continue to use the annual performance review model, even with all the noise about doing away with traditional reviews.

In fact, nearly half (49%) of companies conduct annual or semiannual reviews, according to a recent study that surveyed 1,000 full-time U.S. employees.

The great part is that an increasing number of firms are changing course and accepting ongoing input. This is becoming quite popular! Why? Real-time feedback facilitates the recognition of accomplishments and prompt resolution of difficulties, hence establishing an open and adaptable work environment. 

As companies maneuver through the rapid changes in today’s environment, having continuous performance discussions is starting to become standard practice. Annual reviews may still be necessary, but it appears that more regular, fruitful conversations that empower employees will be key in the future.

The Rise of Continuous Performance Reviews

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As noted by McKinsey & Company, Annual reviews can create a bottleneck on managers and the C-suite. More regular performance conversations can be successful in a variety of formats; quarterly, weekly, and casual check-ins should supplement formal reviews.

Today, employee assessments are being approached differently by firms thanks to continuous performance reviews. In contrast to traditional techniques, which usually entail an annual assessment, continuous reviews place an emphasis on regular check-ins and continual feedback all year long.

Annual vs. Continuous Performance Reviews: Key Differences

 Aspect Annual Performance Review Continuous Performance Review
Frequency Annual or semiannual Ongoing
Feedback Timing Retroactive Real-time
Focus Past performance Current performance and growth
Preparation Time-consuming, annual prep Minimal prep, spontaneous
Employee Involvement Passive, top-down process Active participation, collaborative

 

Constant assessments, real-time feedback, and frequent check-ins are becoming common practices as a result of the continuous performance review system. Large corporations like Microsoft, Adobe, and Deloitte have successfully implemented ongoing performance assessments to boost worker engagement and productivity.

How Continuous Reviews Improve Employee Engagement and Growth?

Here’s a snapshot of how continuous performance reviews can significantly enhance employee engagement and foster professional growth:

1. Career Development

Real-time performance reviews are changing the workplace for employees. They bring in numerous benefits that enhance the overall experience of employees. One key advantage is career development due to continuous learning based on continuous feedback. When feedback is delivered weekly, employees find it much more meaningful—over five times more so!

2. Increased Productivity and Employee Engagement

Another important advantage is engagement. Employees who feel engaged are four times more likely to have received feedback within the last week than those who haven’t. It’s evident that giving employees regular feedback helps them stay engaged and committed to their task.

Indeed, over 50% of the workers say they would want to receive feedback on a daily or weekly basis, and almost 75% think it is very important for their productivity.

3. Motivation and Overall Job Satisfaction

The perception that employees have about their jobs significantly changes when they receive feedback in real-time. When they get recognized and supported right away, it creates a more positive and stimulating work environment.

It should come as no surprise that 94% of workers would like to receive real-time feedback and opportunities for career development rather than waiting for the customary formal appraisals.

Impact of Continuous Reviews on Organizational Performance

A 2020 study found that companies that used constant feedback beat their rivals by 24%. This improvement is primarily the result of employees’ ability to move fast on timely information and make improvements.

Additionally, firms that prioritize continuous feedback outperform those that use traditional review procedures in terms of attracting talent and employee retention by 39% and 44%, respectively (cited above).

The advantages also extend to employee development, since real-time reviews encourage continuous dialogue about personal development and match personal goals with company objectives.

It also leads to an improvement in retention rate, which leads to a more stable staff and lower recruitment expenses.

Technology’s Role in Facilitating Continuous Performance Reviews

Technology is essential in today’s hectic work environment because it facilitates ongoing performance reviews. With the correct tools, organizations can improve employee engagement and expedite feedback processes. 

Here’s how technology makes this possible:

Real-Time Feedback Platforms

Tools like performance management software enable managers and employees to share feedback instantly. This means that input is immediate and relevant, cultivating a culture of continuous improvement.

Automated Check-Ins

Performance management systems have calendar connections and reminders, which make it simple to schedule routine check-ins. This is to make sure that current discussions don’t get lost in the shuffle.

Data Analytics

Organizations may track employee performance patterns over time with the use of performance management tools, which offer insightful data. Managers can thus identify areas of improvement and recognize high performers.

What Are Common Goals for Performance Reviews?

Here are some common goals for performance reviews:

1. Aligning Individual Goals with Company Objectives

Performance reviews should align individual goals with the company’s broader objectives so that employees’ work can support organizational priorities.

2. Improving Employee Skills

Performance reviews must help employees identify areas for growth and offer opportunities for targeted development.

3. Recognizing and Rewarding Achievements

Performance reviews must highlight employee accomplishments to reinforce positive behaviors and boost morale.

4. Setting Future Objectives

Performance reviews should be an anticipatory tool that enables managers and staff to set targets for the upcoming review cycle.

When compared to regular annual evaluations, continuous performance reviews greatly improve the achievement of important corporate goals.

They facilitate the alignment of individual goals with company objectives by allowing real-time adjustments, ensuring that employees’ objectives reflect the company’s evolving priorities.

Additionally, regular feedback encourages honest dialogue between employees and managers, which in turn builds trust and teamwork. This constant conversation makes providing feedback seem like a normal aspect of working.

Lastly, because ongoing reviews are collaborative in nature, dynamic goal-setting is made possible, allowing for necessary adjustments to match individual goals with company objectives.

How Can Annual Performance Reviews Be Converted to Ongoing Performance Reviews?

You might find switching from yearly to continuous performance assessments a bit overwhelming but it is doable with the appropriate strategy.

Here are some key steps for managing this shift for HR teams and managers:

Step 1: Offer Education and Training for Managers

Managers are the ones who are in charge of providing feedback to the employees. Thus, as an organization, you must always begin by instructing managers on the proper method of offering continuous feedback.

Urge them to think more in the direction of continual conversations rather than just annual evaluations. Consequently, establishing an ecosystem of frequent communication that assists managers in giving insightful, timely, and constructive feedback.

Step 2: Invest in the Right Tools and Software

You must provide your employees with the performance management resources they need to make continuous reviews easier. Choose performance-managing software that facilitates goal tracking, progress monitoring, as well as real-time feedback.

Performance management tools by Engagedly help HRs and managers to easily give and receive feedback, monitor progress in real-time, and more.

Step 3: Set Up Feedback Loops with Periodic Check-Ins

As a next step, you must establish a regular check-in schedule, whether it be weekly, biweekly, or monthly. As a result, receiving feedback becomes normal and expected at work, thereby stimulating candid discussions about accomplishments, difficulties faced, and performance.

To make feedback facilitation a norm at your workplace, you have to establish a minimum frequency for these touchpoints. During these sessions, pay attention to personal growth and possible obstacles that employees may face

Step 4: Encourage Employee Self-Assessments and Peer Reviews

At last, empower employees by encouraging self-assessments and peer feedback. This promotes accountability and self-reflection, giving employees a more active role in their development and creating a collaborative team environment.

To do so, you can use peer feedback tools, such as 360-degree reviews, to let employees offer and obtain feedback from one another.

To Wrap Up

In a quest to keep up with the needs of businesses and improve productivity, it’s critical to shift from annual performance evaluations to ongoing reviews. A continuous feedback approach facilitates open discussions that lead to continuous growth and development opportunities.

By adopting this method, which encourages dialogue and quick identification of skill gaps, organizations can guarantee an alignment between individual goals and company objectives while improving communication between staff members and managers.

Ultimately, this shift can improve performance levels and overall job satisfaction across the organization.

Performance management tools by Engagedly boost this shift with features like ongoing feedback and frequent check-ins. This way, employees receive timely, relevant feedback that enables them to make real-time improvements and adjustments

To find out more, schedule a demo now!

FAQs

1. Are continuous performance reviews time-consuming for managers?

While they require more frequent check-ins, continuous performance reviews are often shorter and more focused, saving time in the long run by addressing issues promptly and preventing larger problems.

2. How frequently should performance reviews be done in real-time?

While real-time performance feedback is usually provided as needed, traditional reviews take place once a year. This can happen at the end of a project, at monthly check-ins, or whenever significant progress is made, or an area needs attention.

3.  How do continuous performance reviews affect employee retention?

Continuous feedback increases retention by making employees feel valued and supported in their development. Regular check-ins help improve engagement and strengthen employees’ connections to the company.

How to Transition from Annual Performance Reviews to Real-Time Feedback

For decades, annual performance reviews played a pivotal role in employee evaluations. This standard approach involves conducting a once-a-year discussion where employees get feedback on their performance over the past year. The procedure ends with a performance rating, which affects appraisals, salary hikes, and opportunities for career advancement.

Unlike annual performance reviews, real-time feedback is a continuous, dynamic approach where feedback is given and accepted throughout the year. Hence, shifting from annual performance reviews to real-time feedback reflects a growing recognition that employees benefit from frequent, constructive input.

Understanding the Limitations of Annual Performance Reviews

Some limitations of annual performance reviews that can slow down employee growth and organizational success are as follows:

1.  Infrequency and Recency Biases

One of the most notable problems with annual performance reviews is that they happen infrequently. Assessing an employee’s work over a year creates a recency bias, where recent events have a stronger impact on how they are evaluated.

For example, what someone did in the last few weeks might count more heavily than what they accomplished earlier in the year. This type of bias undermines accuracy and fairness in evaluations.

2.  High Pressure and Anxiety Associated with Annual Reviews

The other drawback to this type of review process is that it puts people under tremendous stress when being reviewed once every 12 months. Simply knowing that everything you did right or wrong within a whole year will be analyzed during one conversation can make individuals shy away from talking about their achievements or challenges throughout such period because they might become apprehensive.

3.  Lack of Continuous Development and Timely Feedback

The static nature of annual performance reviews means that feedback is often outdated by the time it is delivered. Employees miss out on opportunities for immediate improvement and development. The lack of ongoing feedback can hinder continuous learning and growth, leading to stagnation and missed opportunities for enhancement.

Also Read: 9 In 10 HR Leaders Think That Annual Performance Reviews Are Inaccurate

Benefits of Real-Time Feedback

Source

Below are some key advantages of offering real-time feedback to employees.

1.  Continuous Performance Improvement

Real-time feedback helps employees improve their performance consistently as they get timely insights into their work. Also, regular feedback allows employees to make adjustments and enhancements in real-time, leading to incremental improvements and more consistent performance.

2.  Increased Employee Engagement and Satisfaction

Employees who receive regular feedback concerning their work tend to be more involved and satisfied with what they do best daily at the workplace.

Instant response helps foster an open communication culture where people feel appreciated, leading to motivation among staff. When an individual knows that his contribution counts towards overall success, then creativity flourishes, and this person becomes attached to the duties assigned.

3.  More Accurate and Holistic Performance Assessments

With real-time feedback, performance assessments become more accurate and holistic. Continuous feedback provides a comprehensive view of an employee’s performance, capturing strengths and areas for improvement throughout the year.

4.  Timely Identification and Resolution of Issues

Real-time feedback allows for the timely identification and resolution of performance issues. Instead of waiting for a formal review to address concerns, managers can address problems as they arise, leading to quicker resolutions and reduced impact on overall performance.

Also Read: Annual Performance Reviews: What Happens After?

Steps to Transition to Real-Time Feedback

There are some important steps that need to be followed when changing from yearly evaluations to real-time feedback.

Some of them are as follows:

1.  Gain Leadership Support

Securing buy-in from leadership is crucial to successfully transitioning from annual performance reviews to real-time feedback. Leaders and managers must be committed to the change and actively support the new approach. Their endorsement and participation set the tone for the rest of the organization and helped drive the transition.

2.  Assess Organizational Readiness

It is important to evaluate whether or not the current corporate climate can accommodate such a change. Real-time feedback calls upon both employees and supervisors to be open when it comes to adoption. Understanding how prepared your company is for these changes helps identify possible hurdles that may be faced along the way so as to prepare them adequately beforehand.

3.  Develop a Pilot Program

Begin by creating a test program that is used to try out the new feedback system in a limited setting. Choose several teams or departments to adopt real-time feedback practices and see how they work. Use the pilot stage to tweak the method and solve any problems before rolling it out more widely.

4.  Select the Right Tools

Choose software solutions that support real-time feedback provision and tracking. Various tools are available on the market today that offer continuous feedback platforms, performance-tracking functionalities, and goal-setting features, among other things.

These can help streamline processes, making it easier for employees to engage managers on a regular basis about their work performance.

5.  Train Managers and Employees

Managers should be trained on how best to provide regular input as well as train their teams. However, not all managers may have the adequate skills or knowledge needed to offer immediate responses.

Train managers on effective feedback principles and active listening skills and coach them toward this approach. Give them resources like tip sheets so that they are equipped with what they need when making fast, specific, constructive observations about somebody’s work, among other things.

Also Read: Tips for Implementing Continuous Performance Management in Your Organization

Implementing Real-Time Feedback Practices

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Once the transition plan is in place, it’s time to implement real-time feedback practices. Here’s how you can do it effectively:

1.  Regular Check-Ins

Schedule frequent one-on-one meetings between managers and employees to discuss performance and progress. These regular check-ins provide opportunities for ongoing feedback and ensure that employees receive timely input on their work.

2.  Feedback Channels

Establish multiple channels for reviewing, including peer assessment systems and self-appraisals. Various evaluation methods help gather comprehensive data about how someone did something, thereby fostering a continuous improvement culture within organizations.

3.  Goal Setting and Tracking

Adopt Objectives Key Results (OKRs) to align individual goals with those at the organizational level. OKRs make expectations clear while also showing progress, hence providing relevant guidance and supporting staff development.

Also Read: 7 Modern Performance Appraisal Types that Create a Winning Culture

Overcoming Challenges

Transitioning to real-time feedback is not without its challenges. Addressing these challenges proactively will help ensure a successful transition.

1.  Resistance to Change

Address resistance to change by creating an environment of open communication and involving employees in the decision-making processes surrounding such transitions.

Explain why real-time feedback matters for personal growth and professional improvement. When people are engaged, they will support the process, thereby reducing-resistance.

2.  Maintaining Consistency

Ensure uniformity in applying new feedback procedures across all teams. Consistency is crucial when implementing real-time feedback, as it ensures equal levels of support and input for each worker.

3.  Balancing Workloads

Avoid overloading managers due to the frequent need for feedback sessions. Streamline feedback processes and integrate them into existing workflows to ensure that the additional time commitment does not negatively impact overall productivity.

Measuring Success

Measuring the success of the new feedback process is essential for continuous improvement and ensuring that the transition meets organizational goals.

1.  Set Clear Metrics

Come up with clear indicators that show whether a particular initiative has succeeded or failed, such as engagement percentages and frequency rates. Clear metrics help evaluate the effectiveness of real-time feedback and provide insights into areas for further refinement.

2.  Collect Feedback

Regularly collect feedback from employees and supervisors to improve the process. Continuous input helps identify challenges, address issues, and make necessary adjustments to improve the real-time feedback system.

3.  Adjust and Improve

Be ready to iterate on the procedure based on feedback and changing needs. The transition to real-time feedback is an ongoing process that requires flexibility and adaptability. Continuously refining the approach ensures that it remains effective and relevant.

Also Read: What Is A Performance Management System?

Final Thoughts

The transition from annual performance reviews to real-time feedback shows a substantial shift in how businesses manage their employees’ performance. 

Switching to real-time feedback offers multiple advantages, including continuous progress, increased engagement, and more accurate performance reviews. Also, by following the above steps, companies can successfully execute real-time feedback practices and promote a culture of continuous development and change. 

Don’t let outdated review processes hinder your team’s potential—embrace the power of real-time feedback and propel your organization towards greater engagement and growth with Engagedly! With our advanced tools and support, you can transform your performance management approach.

Schedule a demo today!

Performance Reviews

Frequently Asked Questions

1. What are the challenges in implementing real-time feedback? 

Challenges include resistance to change, maintaining consistency, and managing additional time for regular feedback sessions.

Additionally, it can be difficult to ensure that feedback is always constructive and avoid potential burnout from frequent feedback sessions. It’s important to address these challenges with clear communication and support throughout the transition.

2. How do you measure the success of real-time feedback? 

Success is measured by tracking engagement levels, feedback frequency, performance improvements, and gathering feedback from employees and managers.

Monitoring changes in employee satisfaction, productivity, and overall team dynamics can also provide insights into the effectiveness of the real-time feedback system. Regular assessments help fine-tune the process and ensure ongoing improvement.

3. How should managers be trained for real-time feedback? 

Managers should be trained in delivering constructive feedback, active listening, and using feedback tools effectively. Training should also cover how to handle sensitive topics and provide actionable suggestions for improvement.

Role-playing scenarios and ongoing support can help managers build confidence and proficiency in delivering feedback that fosters growth and development.

How to Reduce Bias in Performance Reviews: Tips for Managers

A survey conducted by workplace equity analytics platform Syndio found that 25% of survey respondents felt that their performance reviews were affected negatively by the biases of their supervisors.

Considering that the 2024 Workplace Equity Trends Report found that in more than half of the organizations and in almost 2/3rd of enterprises, performance evaluations are being conducted only by the manager of the employee, the above statistics need to be improved.

The main reason behind this is that bias in employee performance reviews demotivates your top performers from doing their best, negatively impacts workplace productivity, and damages employees’ development and career advancement opportunities.

Thus, if you want to ensure high employee engagement and retention, as well as the overall success of your organization, you must reduce bias in performance reviews and make them fair and effective.

This article will help you identify different types of biases, their impact on employee performance reviews, and tips to reduce bias in employee performance reviews.

Understanding Bias in Performance Reviews

If you want to learn how to reduce bias in performance reviews, you must first understand them completely.

What is Bias in Performance Reviews?

Bias in performance reviews are errors in judgment that occur when an individual lets their conscious or unconscious prejudices affect their evaluation of another person. They tend to lead to unfair judgments, either in favor of or against someone.

They are also known as implicit bias or unconscious bias.

Biases can manifest in multiple forms during performance reviews and tend to be influenced by factors like personal preferences, time, stereotypes, and even the performance management plan developed by your organization.

7 Common Types of Biases

Some of the most common performance review biases that you should be acquainted with to reduce bias in performance reviews successfully are:

1. Recency Bias

This bias occurs if you consider only the most recent performance instead of considering your employees’ performance throughout the year. It makes you overlook the contributions made by them throughout the year.

2. Halo Effect

Under the halo effect, you will make the mistake of letting your employee’s one good performance or aspect overshadow their other performances or aspects, even if they are not equally good.

3. Horns Effect

If you have a poor experience with an employee in regards to a single aspect, you will let that negative perception overshadow your judgment. It make you perceive their other performances or aspects as poor, even if that is not the case.

4. Central Tendency Bias

You will end up rating your employee’s performance in the middle of the spectrum instead of choosing a side. It happens when you find it difficult to make a decision and want to choose a safe option instead.

It will also make it difficult to identify top and low performers, which will negatively impact employee happiness.

5. Leniency Bias

This performance review bias will make you give your employees higher ratings than what their performance actually deserves. It results in you promoting someone who needs to improve while leaving behind someone who truly deserves recognition, promotion, and appreciation.

Thus, it will hamper your efforts of attracting and retaining top talents in your organization.

6. Similar-To-Me Bias

You will end up giving higher ratings to employees who share the beliefs, perceptions, and skills similar to you.

This is because we usually like people who are similar to us more. We also tend to find our qualities most desirable, and thus, individuals who are similar to us end up getting higher ratings.

However, this leads to a homogeneous work culture where the positive role of diversity and inclusion in talent management will be removed.

7. Gender Bias

Gender bias is evident, and it refers to evaluating the performance of an individual based on their gender and, thus, stereotypes matching them.

For example, the performance of your female employees is being evaluated on the basis of their behavior and personality. In contrast, the performance of your male employees is being evaluated on the basis of their work.

This will lead to failure in empowering women in your workplace while also having an incorrect perception of the contributions made by both genders for the success of your organization.

Also Read: Use of AI in Performance Reviews

The Impact of Bias on Employee Development

Performance review bias will have a significant impact on the development of your employees in the following ways:

1. Limited Opportunities

When managers evaluate employees with bias, they are more likely to make faulty decisions, either promoting someone to a critical position even if they are not deserving or failing to promote a deserving candidate.

This will mean that key assignments and tasks will be handled by less deserving candidates, which will affect your organization’s success.

It will also have negative effects on employee experience and employee productivity.

2. Disengagement

A biased performance review will make your employees feel mistreated or unappreciated, which will lead them to look for other jobs where they will feel more motivated and valued.

Additionally, they will stop sharing their ideas and strategies, and start contributing less to the success of your organization.

3. Inequality and Unfair Treatment

Unconscious bias in performance reviews will lead to inequality and unfair treatment, which in turn will have a direct impact on hiring, promotions, and retention within your organization.

It will also lead to less diversity and inclusion in your organization because dissimilar people will not be promoted, or they will not be allowed to contribute to key assignments even though they deserve it. In certain circumstances, they might not be hired in the first place.

These diversity and implicit biases will also prevent the sharing of creative and innovative ideas, which would have made your organization more competitive.

Also Read: Action Words For Performance Reviews: The Good, Bad, and Ugly

Practical Steps to Reduce Bias in Performance Reviews

The four tips to reduce bias in employee performance reviews are:

Tip 1: Increase Education and Awareness

The first tip for managers to reduce bias in performance reviews is to increase education and awareness.

1. Unconscious Bias Training

To help your managers reduce biases, you must conduct workshops and training sessions that will help them understand and identify implicit assumptions and prejudgements.

This training will help them conduct performance assessments objectively and monitor and manage their own biases.

2. Reflective Practices

Encourage your managers to reflect on their biases regularly and become self-aware of their presence.

You can help them do so through ‘a-ha’ activities that will help them discover their biases in an evidence-based, non-confrontial manner.

The insights gathered will also help them in forming strategies to reduce and mitigate their biases and thus add to their qualities of being a good manager.

Tip 2: Standardize Evaluation Criteria

One of the ways to reduce bias in employee performance reviews is by standardizing evaluation criteria.

1. Clear Metrics and Rubrics

One way to address the performance review bias problem is to use standardized performance metrics and rubrics.

This standardization will help your managers ensure consistency and objectivity in their employee performance reviews while also allowing them to handle workplace conflicts like pros.

Some of the most common employee performance metrics and rubrics that your managers can use for their performance reviews are revenue per employee, number of errors, work efficiency, net promoter score, and human capital ROI.

2. Job Description-Based Criteria

One practice that managers must follow to reduce bias in performance reviews is measuring and evaluating employees’ performance based on their job roles.

To do so, they must align their performance evaluation forms and tools with the employee’s job descriptions.

The job descriptions will serve as a guideline for setting and reviewing performance indicators. They will also help determine the expected targets and outcomes for each position.

Also Read: What Is Rater Bias and How Does It Affect Performance Reviews

Tip 3: Collect Feedback from Multiple Sources

This is another tip for reducing bias in performance reviews and ensuring the development of a great manager.

By setting up 360-degree feedback for your employees, they will get feedback from their subordinates, peers, and managers on multiple topics.

Such comprehensive feedback will help reduce bias in employee performance reviews, as it will give you and your managers a multi-perspective yet accurate view of the employee’s skill level, performance, and areas for improvement.

2. Diverse Perspectives

You must ensure that the performance evaluation tools used by your managers support diverse perspectives so that the individual biases get balanced out, resulting in accurate and insightful employee performance reviews.

Some of the ways they can support diverse perspectives in by using techniques like 180-degree feedback, taking feedback from the customers they are dealing with, and incorporating peer reviews.

Tip 4: Use Data Over Time

One more way in which your managers can reduce bias in employee performance reviews is by using data over time.

1. Performance Tracking

Your managers must collect and analyze employee performance data over time to avoid recency bias and gain a comprehensive view.

By continuously interacting and staying up to date with employees, your managers will get a clearer idea about their performance and free them from biases as well.

2. Regular Check-ins

Additionally, to have extended data for performance review, your managers must conduct regular check-ins.

Ideally, they must have one-on-one meetings with the employees either weekly or at least monthly. This will not only help them remove bias from their judgment but also help them build a trusting relationship.

These regular employee check-ins will also help them align employee goals with your organization’s objectives, resulting in better contributions to your organization’s success.

Also Read: Problems With Annual Performance Reviews

Creating a Bias-Resistant Review Culture

To mitigate and reduce bias in performance reviews, your managers must build a bias-resistant review culture. Here’s how to do it:

1. Promote Continuous Feedback

To create a bias-resistant review culture, your managers must promote continuous feedback and development rather than only annual or semi-annual reviews.

This means that instead of forcing rankings and comparing employees’ performance with their peers, compare it with their past performance, as this will be more accurate, and employees will find it more fair.

Also, clearly communicate performance criteria and development goals before the beginning of each performance review period.

Lastly, by conducting regular meetings for feedback, your managers will be able to help them achieve their goals while removing their own biases through continued proof.

2. Foster an Inclusive Environment

To reduce bias in employee performance reviews, your managers must encourage the development of an inclusive environment where diverse perspectives are heard, valued, and recognized.

This is one of the best ways of reducing bias because it will help us better understand the employees and their underlying strengths, motivations, and histories.

Once managers and peers know a person beyond their surface-level characteristics, they will be able to remove biases caused by those superficial perceptions.

Also Read: How to Eliminate the Halo Effect Bias in Performance Reviews

Conclusion

It is important that your managers reduce bias in performance reviews to ensure that they are fair and effective. By following the above four steps and creating a bias-resistant culture, your managers will be able to the performance reviews are objective and accurate.

This will lead to a better work environment with engaged and motivated employees that will help you achieve your organization’s objectives and success. By using tools like Engagedly’s performance reviews, your managers will be able to easily carry out unbiased talent assessments of all employees and help them reach their full potential.

Performance Reviews

Frequently Asked Questions

1. Why is it crucial for you to update the evaluation criteria regularly?

It is crucial to update the evaluation criteria regularly, as this ensures relevancy and alignment with the employees’ current job roles and your organization’s goals. This will help reduce the risk of biased or outdated assessments.

2. How can managers become more aware of their biases?

Your managers can become more aware of their biases by undergoing unconscious bias training, seeking regular feedback on their evaluations, and reflecting on their decision-making processes.

3. How can technology assist in reducing bias in employee performance reviews?

Technology offers features like data analytics, automated performance tracking, and 360-degree feedback, all of which contribute towards making the reviews more objective.

Rating-Based Performance Reviews Don’t Measure Performance Accurately

On paper, it is easy to see why rating-based performance reviews are popular. They are easy to do, quick, and fairly painless. Automated rating-based performance reviews further simplify the whole process.

Continue reading “Rating-Based Performance Reviews Don’t Measure Performance Accurately”

7 Common Questions Related to Setting OKRs That Are Achievable

You will find it difficult to successfully operate a team without defining proper goals and objectives. It would be taking a stab in the dark. Your bright personnel will be useless if they don’t have a shared goal to strive toward. That is where setting apt OKRs come in to play.

 

Have you ever wondered how the industry’s behemoths slaughter the market with ever-increasing profits? The key is to use OKRs.

 

You might be wondering what setting OKRs are and how they operate.

 

Without further ado, continue reading to find how to create a sustainable OKR approach as well as some practical examples you can use in your management to accomplish more in less time.

What Is an OKR?

OKR stands for Objectives and Key Results. It’s a goal-setting strategy that dates back to the 1970s. OKR was popularized by John Doerr, a prominent venture capitalist. It lays the groundwork for outlining your organization’s goals over a given period of time.

 

We know that every project or task needs to be completed on time. OKRs are often created and assessed during the lifetime of a project. They may also be used in the future to see how successfully you completed the tasks before.

 

The fundamental principle to follow while setting an OKR is to set an aim and three to five expected or desired outcomes. These important outcomes are clear and quantifiable actions and contribute to the achievement of goals.

An essential reason behind setting OKRs is ensuring that everyone understands what they want, need to accomplish, or is expected of them.

 

Now that you have learned about OKRs, you might be wondering how they differ from another similar concept which is KPIs or Key Performance Indicators.

OKRs vs. KPIs

 

Although both can be considered as performance indicators, they serve a distinct and different purpose. Here are a few differences between OKRs and KPIs:

 

KPI OKR
KPIs are critical measures used to assess how well a team is meeting its objectives. These measurements are often quantitative in form and correctly describe the current state of the product. OKRs, on the other hand, are related to wider corporate goals. KPIs are primarily tied to individual ability.
KPIs are used to control daily operations and assess the performance of a certain process or activity. OKRs, on the other hand, are primarily concerned with measuring goals and priorities in order to measure operational success. The OKR framework places a greater emphasis on strategic goals, identifying a goal, and brainstorming strategies to achieve it.

Advantages of OKR

Do you know how the giants like Google, Intel, Spotify, Target, Airbnb, and ING have become these huge beacons of success?

 

They are some of the major businesses that employ OKRs in their daily operations. Of course, you don’t need a large workforce to get the benefits. The continuous usage of OKRs by small and big businesses demonstrates the value of goal management in providing direction and objectivity.

 

Implementing and setting OKRs will offer you an edge over your competition when it comes to getting the job done and keeping yourself and others accountable. “At the end, you may look, without any kind of arguments: Can I do it or can I not do it?”, remarked the Father of OKRs, Yes? No? Simple. There are no judgments in it.”

Also Read: 5 Things To Look For In An OKR Software

Questions About Setting OKRs That Are Achievable

The primary question that needs to be answered is how to set up an org-wide process of setting OKRs.

Setting up a procedure for OKR alignment might take varying amounts of time and effort based on the scale and structure of your business. We’ll go through the fundamentals in this part to help you plan for success. You may use the sample OKR cycle shown at the conclusion to figure out how to get started right away, after reviewing the following considerations for setting the OKR process.

1.   Timing

Timing is a crucial consideration while setting up the procedure. Our goals should not just be time-constrained. We need the goals modeled in a way that will surely give us some feedback on our work. The best way is to set achievable targets and regularly monitor them. Many businesses follow a quarterly schedule, but it’s important to include time for planning, implementation, and assessment.

2.   Keeping It Simple

Concentrate on goals you believe you can accomplish in the specified time. Many employees believe they must contribute to every department’s goal and end up overstretching themselves. Prioritize your goals based on what the company most requires. Remember that the amount of targets you should have depends on how difficult they are and the time and energy you have.

3.   Cascading the Objectives

Employees, sometimes, struggle to recognize how their profession contributes to overarching corporate goals and achievement. What can a payroll clerk do to assist their organization in reaching 10,000 users? The answer is cascading the goals from the corporate level to the department level to the individual level.

4.   Be Specific

When establishing objectives, consider multiple approaches to achieve the desired outcome. Create a detailed strategy on how to reach your goal. Consider how performance may be measured for each major result. The more precise you are in setting goals, the more clear your expectations will be. With clear objectives, you’ll know precisely everything you need to accomplish your aims.

5.   Stop Worrying About Stretch Goals

Managers are sometimes concerned that setting simple goals may be a hindrance for an employee in the way to reach their full potential. Are stretch goals, on the other hand, a good idea? It depends entirely on how authentic they are. Employees will not like being given unachievable assignments if incentives are used to inspire them. Ambitious objectives are excellent, but they shouldn’t be set up to fail.

6.   Connection to Performance

Considering the fact that setting OKRs should push us beyond our perceived boundaries, it’s critical to establish a criteria for success and separate them from the performance evaluation process. For example, some companies, like Google, utilize a 70 percent success rate as a metric. We’re just not thinking big enough if we’re constantly reaching 100 percent. However, if it appears that we aren’t functioning to our full potential because we don’t meet the maximum level of our OKR, it can be disappointing and daunting.

 

If your organization and the employees solely connect setting OKRs with an assessment process at the end of a year or month, they’ll be more motivated to set objectives that are simple to attain. While quantification aids in benchmarking and identifying opportunities for improvement, our entire performance is much more than a collection of numbers.

7.   Celebrate the Achievement

When you accomplish a goal, reward and acknowledge yourself and others. Positive behavior helps in the maintenance of optimal practices. Don’t only acknowledge work at the conclusion of a project; acknowledge incremental progress as well. Encourage everyone on your team to post their OKRs openly and form a support system.

Conclusion

Executive leadership should maintain that the organization, as a whole, shares both the triumphs and mistakes as a method of identifying areas for development and celebrating hard work. Personal development should be greatly promoted because it is tied to corporate performance and growth. As there is a high level of faith in individual responsibility, being accountable should not be something to be afraid of but rather an opportunity to shine. Thinking outside of established boundaries should be encouraged, resulting in a work atmosphere where any ambition appears feasible.

 

Does this seem like a place you would want to work at? If you want to create the perfect workplace, start by establishing an OKR-based culture of continual development and progress, helpful feedback, and transparency.

Do you want to know how Engagedly can help you set up a perfect OKR system in your organization? Book a live demo with us.

Request A Demo

 

The Dos and Don’ts of Giving Negative Performance Reviews

“Caroline, you have failed to meet the deadlines way too many times this quarter, We expect more dedication from you this quarter.” How many of us are ready to face negative reviews about our work like this? Not all employees are usually open to negative performance review. Sometimes, it is demotivating to listen to negative performance reviews and employees also tend to get defensive at times.

Continue reading “The Dos and Don’ts of Giving Negative Performance Reviews”

How to Build a KPI System for Performance Reviews

Measuring employee’s performance is an inevitable part of assessing business health. Since employees are a business’ most valuable asset, it is imperative to ensure that individuals and teams achieve their full potential with adequate support and development opportunities. It is the key performance indicators (KPIs) that work as useful metrics to benchmark the progress. Put in the best KPIs in the business evaluation system to check employees’ effectiveness and level of productivity.   

KPIs make everyone accountable for their performance. The KPI system helps employees measure their impact on business work, daily activities and how they affect the foundation of the role. Such a program contributes to the long-term success of the organization. KPI for performance evaluation would set the team and individual on the right track. 

What do you understand about the Key Performance Indicator (KPI) and how to use it for reviews?

KPI is a way to quantify employee performance in an organization. The metrics are used to track employee productivity and to manage the team based on the requirements at work. It is critical to monitor and assess performance in a timely manner, but finding details about one’s duties proves to be a challenge. 

This demands the use of the latest methods for developing KPIs for employees. Successful leaders should plan and adopt effective evaluation techniques for suitable results. Therefore, a lot of companies deploy KPI systems for performance reviews based on valuable insights. If you measure the value of employees with profit margins, it will give inaccurate and ambiguous results on productivity and performance.

Performance evaluation includes both qualitative and quantitative elements to get an appropriate outcome and includes more than just one’s past performance. However, one can get qualified data only by using KPIs to motivate a team. Once you find a person’s potency, you can assign tasks accordingly for the most effective results. The performance review will help in better understanding what motivates an employee and identifying weak points. 

Using performance evaluation, pricing policy, project management, team management, and other elements allows identification of problems early on. However, KPIs help evaluate payroll operations when salaries of employees reflect the performance potential of an individual. 

What metrics help measure employee performance?

KPIs alone cannot be used to evaluate an individual’s performance. Performance appraisals are based on both qualitative and quantitative feedback from managers, which is more than just productivity. An employee’s worth cannot be solely determined based on KPIs, and it extends beyond that.

Employee KPIs are high-level markers that show the level of employee productivity. It allows businesses to identify their potential and assign tasks to individuals or groups. This would help one focus on operational issues, having smooth workflow and resource availability.

1. Review the participation rate 

Performance reviews are difficult to maintain regularly and take a lot of time. One of the primary benefits of deploying a people enabled platform is its flexibility and focus on user experience. Some of these are:

  • Edit reviews for sick or absent employees 
  • Users can access and complete it on their own using its web version or app 
  • It saves drafts, allowing one to pick where they left 

With better user experience, you have to encourage clients to set goals for work completion. Analyze how organizations can benefit from this performance management program.

2. Efficiency of HR process 

Switching from the traditional paper-based review method to the latest user-enabled platform saves time for HR to process and report results. Meanwhile, managers and employees can participate in the review and use the platform easily. As a result, long-term goals can be achieved and in a timely fashion. 

3. Quantity of feedback exchanged 

As managers share real-time feedback with their employees or teams, it helps clarify expectations, share advice and celebrate achievements. Not all employees manage to get feedback once a week, though real-time feedback can help them improve at a greater scale. 

It is not just a manager feedback that boosts engagement. Managers can help teams develop new habits. Management should set a feedback goal for better results. If giving continuous feedback is new to your company, set a goal to share feedback with at least one member of the team and slowly improve it. With this, track how often you give feedback and how it affects individuals and motivates the entire team.

4. Quality of feedback

A performance management tool can facilitate the feedback experience. It helps management learn how to give feedback to achieve the most effective results. Measure the effectiveness of feedback, and include surveys on how employees found it valuable and helpful. Set a goal and work to improve the quality of feedback based on the positive response. 

5. Check on employee net promoter score (NPS)

If you wish to enhance employee engagement, focus on measuring feedback and plan for quarterly surveys. Prepare a set of questions and invite both positive and negative responses. Use the survey data to make the company a better place to work and help employees perform better.

Choosing and tracking KPIs

Are you unsure whether the company has deployed the appropriate KPI? Being a team leader, it is a common instinct to find out how the team is performing. Here, a positive KPI is enough as an indicator to show that you are sailing in the right direction. To pick the right KPIs to track performance and goals, you need to make sure they are related to the performance metrics. 

  • Is the goal quantifiable?

The performance metrics should be easy to evaluate and quantify. If you tell someone, ‘to be more positive’, it can be difficult to quantify. Instead, try setting goals based on KPIs that can be easily measured and objectively. 

  • Is the goal aligned with business objectives?

One should be careful when deciding on KPIs, as they should align with business objectives. If an objective is to offer customer satisfaction, KPI should also measure how much time it takes to resolve a problem raised by a customer.

  • Can employees get a realistic impact from KPI measured?

The level of realistic impact for measuring KPIs mostly depends on the way a service is offered at the employee’s end. The solution depends on several factors, including how a problem can be resolved by a single person or whether it requires several steps.  

  • Is KPI relevant to a person’s role?

Not every employee should have the same metrics to measure the KPI, as it differs from one employee to another. When deciding on KPI for a team, it should be aligned with the role of each employee of the team.

To build an efficient KPI system, change the way of tracking elements and improve them. Try to create quarterly reports to track employees’ progress towards goals. It helps understand whether performance is declining, improved, or stabilized. Employees experiencing stagnant performance should seek new challenges and contribute effectively to business growth.

How to set organizational KPIs to assess performance?

Organizations should carefully choose KPIs to measure activity in the critical business areas. A satisfactory KPI for performance review should be built on customer surveys using the right data. The satisfaction score will help you decide how much to contribute to achieve the benchmark. No matter what the nature of KPIs are, they should be measurable, achievable, specific, relevant and time bound so that they give correct results. Measure metrics that are aligned with a business’ strategy and vision and help it reach its goals.  

Use KPIs for development and recognition 

If you want meaningful KPIs for performance reviews, keep the team motivated with the help of incentives and training. It is important to measure employee recognition and rewards based on KPIs.

For instance, if your goal is to attract new customers, KPI should be set to measure how many new customers you gain in a week. Based on this, build a performance system to reward employees effectively.

If you are using formal performance measures for managing performance, it should be accompanied by tips on effective leadership and inspiration for a team. Thus, KPIs can be used to measure any area of performance and should align with the strategic direction of the company. 

KPI and performance management 

Besides performance, managers must set objectives and targets that can be achieved by each individual and team. But how to measure performance and understand how much effort one puts into achieving goals? This is where performance management can help and understand who is working harder and who is not. Does the work to achieve the level that the organization requires maintaining? Key performance indicators help measure these by quantifying the performance level of an individual and a team. Check the goals and based the evaluation on the KPIs to get effective answers on each and work on the weak organizational areas.

What are the elements included in the KPI process?

The key elements of employee measurement for business success are:

  • Describe the intended outcome
  • Understand the alternative options to be taken
  • Select the right measure for objectives
  • Define the complex indices as required for business functions  
  • Set targets and path to achieve them smoothly 
  • Define and list the effective performance measures 

How to develop KPIs for employee performance reviews?

No matter which industry you work in, managers look for competency in the right places. This is when managers will look at whether employees can meet goals, effectively contribute their part in a team, and apply critical thinking to ensure successful business operations. Although there are many key indicators, critical business operations should be the primary focus.

Teamwork

Colleagues who are working in a team actively participate and brainstorm ideas for the group. Taking part in different team projects, sharing ideas among team members and deciding on approaches often contribute to the success of the project.    

Communication 

An employee should know appropriate, accurate and professional communication in business and one should communicate, keeping in mind:

  • Have the habit of concise and clear verbal communication 
  • One should be responsive to managers and colleagues
  • Do timely follow-up via mail or for customer enquiry 
  • Try to articulate concepts and feedback accurately    

Customer Service 

No matter what your role is, you directly or indirectly help customers and, in any critical situation, employers will reach out to you for answers. Here, one should ensure they can handle the problem and not delay it, give timely responses to the customer, and offer adequate solutions to customers as required.

Track performance metrics, set goals, reduce turnover, and try to improve performance. By establishing these, it helps the team clearly understand where they stand and what it will take to reach the goals. Having clearly defined business goals will help set KPIs for thorough employee performance reviews.    

Want to know how Engagedly can help you manage your employees better? Request a live demo from our experts!

Request A Demo

The Hard Truth About Performance Reviews No One Will Tell You

Performance reviews. Two words that don’t leave a pleasant taste in many employee’s mouths. And most managers share the same opinion.

Continue reading “The Hard Truth About Performance Reviews No One Will Tell You”

Performance Reviews: Bouncing Back From Failure

At the beginning of the year, hope always springs eternal.

We are filled with enthusiasm and promise for the year ahead. As HR managers, you might be especially thrilled to apply new processes you have learned and read up about, with visions of assured success floating right before your eyes. So you devise some killer performance reviews strategies. They seem destined to work. At least on paper, they seem unshakable and look like they are going to change the course of your organization.

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Why Adobe Ditched Its Annual Performance Reviews

In HR circles, it’s common knowledge as to why Adobe ditched it’s annual performance reviews. The general consensus is that Adobe let them go because they were ineffective, time-consuming and not to mention, complex.

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Do’s And Don’ts Of Giving Negative Performance Reviews – [Infographic]

As a manager, it is hard to give a negative performance, particularly when your organizational work culture is positive and you still have to give the review because it is important for the team and the company’s growth.

So here’s a list of simple do’s and don’ts of giving negative performance reviews that can make your life easier.

Continue reading “Do’s And Don’ts Of Giving Negative Performance Reviews – [Infographic]”

Performance Reviews With Social Recognition Improves Overall Adoption And Engagement

We at Engagedly have always been vocal about recognition being an important part of the workplace. Want to engage employees? Reward and recognize them! Want to motivate employees to work better? Recognize them! The right kind of recognition can work wonders.

We even have a feature in the Engagedly app that deals solely with recognition. It’s called ‘Praise’ and it helps peers and managers recognize employee publicly, with everyone else in the organization.

We wholeheartedly believe in power of power of recognition. That is why we are happy to announce that we’ve been featured in the article Social Employee Recognition Can Save The Performance Review by Software Advice.

“Companies are getting extremely tired of boring, unproductive performance reviews. A platform like Engagedly can make them great again,” said Brian Westfall of Software Advice, a company that researches and hosts reviews of human resources software. “The ability to praise others in real-time not only engages and rewards employees for participating, but it also provides valuable, up-to-date information for managers to do a more ongoing, comprehensive performance appraisal.”

If you’ve been a long-time reader of the blog, then you know that we have covered a wide-range of issues with respect to performance reviews such as how they are cumbersome and annoying, are being done away with in favour of newer practices, and how the process in general can do with a major facelift. We have also extensively covered employee recognition, but usually in relation to engagement.

The article however brings up an interesting proposition; social recognition to go along with performance reviews. Social recognition is uniquely positioned in that while it is more informal and prompt than annual reviews, it is also more comprehensive than 360 degree feedback!

“According to Gartner’s Predicts 2016 for HCM Applications (available for Gartner clients): “By 2018, 25 percent of large organizations will incorporate social employee recognition and rewards into their performance management processes.”

The article goes on to further elaborate upon social employee recognition. To paraphrase: Performance reviews suffer from a lack of information. When you only rely upon a manager’s memory, the review becomes a one-sided, one-dimensional affair. And this is not something you can blame a manager for. For reviews to work a 100% all managers would be required to possess phenomenal memories, which is a really improbably qualification.

Image of comparison between Performance Reviews and Social Employee Recognition

Picture Credit: Software Advice

“Early adopters of social employee recognition software report “measurable impacts on employee engagement, as well as correlations with improved business performance,” according to Gartner’s Predicts 2016 for HCM Applications.”

Social recognition can be a great addition to your organization. But as the article mentions, there are 3 things you need to keep in mind when it comes to implementing social recognition:

  • Flatten your organizational structure. According to Gartner’s research, social recognition thrives in companies where “command-and-control hierarchies give way to more network-style organizations.” Break down barriers between upper and lower levels of the company and implement channels to promote company-wide discussion and interaction.
  • Tailor your rewards system carefully. If all employees have to do to get rewards is blast generic kudos (“Great job!”), not only are you promoting the lowest effort possible, but managers also aren’t going to have useful feedback to learn from. Institute rules that only reward meaningful recognition, and consider consolidating all of your rewards programs (e.g., employee referrals) into one.
  • Know it’s an augmentation, not a stand-alone solution. Social recognition and continuous peer-to-peer praise can save your performance review process, but you still need a solid performance management system bedrock to build on. If you don’t have one, or find your current system lacking, head to our performance review software page to filter and compare functionality and read user reviews of different options.

 

Engagedly is a performance management software with elements of employee engagement. To see how the application works and how it can help your organization, request a demo today!

Why You Should Shift From Paper-based to Software Performance Reviews

Traditional paper-based performance reviews should have been tossed to the wayside a long time ago. Yet, despite the fact that they are out-dated and cumbersome, some organizations seem to cling on to them with a tenacity that can only be marveled at.

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What Happens After Annual Performance Reviews

There are plenty of articles out there that tell you how to prepare for a performance review, how to carry out a performance review or how to take part in a performance review. This article is going to tell you what to do after a performance review, which is just as important as the performance review process.

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Best Performance Review Tips You Will Read This Year

Performance reviews may seem like a pain, but they are important for organizational growth. Here are some amazing performance review tips for managers who want to make sure that reviews run smoothly.

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Is There A Right Time For Performance Reviews?

Most organizations hold performance reviews annually. But with the growing disenchantment with annual performance reviews, quite a few organizations are exploring other avenues and the concept of more frequent performance reviews.

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Should 360 Degree Feedback Be Linked To Performance Reviews?

Organizations will always demand improved performance and results from their employees, no matter what. Experts have come up with many new approaches like performance reviews and 360 degree feedback in order for employees to boost their performance and meet their organizational goals.

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Thank Us Later – 4 Reasons To Start Thinking About Performance Reviews

Employee performance review is a huge responsibility. You have to keep track not only of employee performance throughout the year but also the areas where employees require improvement.

Most employers avoid these reviews because of their elaborate nature. Many employers debate that performance management should be trashed. But are they that useless?

Continue reading “Thank Us Later – 4 Reasons To Start Thinking About Performance Reviews”

The Truth about Employee Performance Reviews In 5 Minutes

Performance reviews. Two words which don’t leave a pleasant taste in many an employee’s mouth. And most managers share the same opinion. Yet employee performance reviews form an integral part of HR processes in companies the world over.

Continue reading “The Truth about Employee Performance Reviews In 5 Minutes”

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