5 Tips to revamp your performance review process
Contributed by Chiara Toselli, head of marketing and sales for Pavestep, a performance management solution that helps businesses effectively manage their talent.
We’re approaching that dreaded time of year: performance review season.
For many companies, it’s the one time a year that employee performance is examined and evaluated.
People on both sides of the desk loathe annual performance reviews. For managers, the process feels like a giant waste of time, and is often seen as a check-the-box exercise. For employees, the majority view performance reviews as unfair and plagued with biases.
Most of us understand why people feel this way—annual reviews are grossly inaccurate. If people can’t remember what they had for lunch last Monday, how can a manager remember how someone has performed for an entire year? Short answer, they can’t!
To clarify, I don’t think annual performance reviews should be eliminated. In fact, they can be an appropriate time to address compensation, have formal career development planning conversations, or discuss ratings. However, if performance reviews are the sole measure of how your organization evaluates and develops talent, then it’s time to switch to a more modern approach and focus on feedback that improves performance and motivates employees.