Why Employees Hate Performance Reviews

Posted by: Rod Kurtz on January 10, 2008

Performance reviews should be a great opportunity for employees to find out what they are doing well and which areas they need to improve. However, most employees dread the process because too often it is not done well.

The problem usually occurs because a company does not have a system in place that guides both the manager and the employee in the discussion. The process doesn’t have to be very formal—you simply need to make sure the terms of the review are defined clearly so both manager and employee know what is expected. You need agreement on the measures of performance so there are no surprises. And your managers need to concisely articulate both these factors to your employees.

Here are four steps to follow:

1. Carefully review what your expectations are for the job. Can they be quantified, such as number of accounts managed or the number of customers served? Quantitative measures cover what is being done, but they are also important to identify how it is being done. For instance, requiring staff to return customer calls within a certain time period will help communicate your expectations on how they should treat customers.

2. Communicate these expectations to your employees. These don’t have to be formal or fancy. You can, for example, tell them the company’s "Five Rules for Excellence," or you can put it into a written document.

3. Have a scheduled time of review. Monthly, quarterly, or annually is up to you, but establish a time frame, tell your employees, and hold to it.

4. Conduct the review as you would like one conducted for yourself. Schedule it ahead of time and find a place where you won’t be interrupted. Send a message to your employees that this is an important process. They will feel more important. If done right, they probably won’t hate performance reviews.

Bob Kustka
HR Consultant
The Fusion Factor
Boston

Reader Comments

Larry

January 11, 2008 12:08 PM

Or purchase Performance Impact Workplace for automated and quick reviews!

Jim Hertel

January 11, 2008 4:34 PM

Performance reviews are damaging to the human spirit and are based on the myth that if we could improve every indivudal's performance that somehow that would translate into improved business performance. I continue to look for a study that shows a relationship between sustainable business performance and Performance Appraisal and I can't find one.
Feedback, development, succession plannning, discipline and compensation are all important but they need to stand on their own because they become ineffective when bundled together in a Performance appraisal.

jack

March 2, 2010 11:20 PM

i find a company review web: www.139001.net ,there are all the us companies in that

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