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Your Employees Hate Your Performance Review

If you Google “hate performance reviews,” you’re met with more than 86 million results. WOW! It seems that employees really hate the ways their organizations monitor and evaluate performance. However, this doesn’t have to be a painful process for the managers or the employees. In fact, it should be something that helps grow and develop your talent within the organization.

Performance reviews were created eons ago to do three things: (1) to provide a forcing function for managers to have a substantive conversation with their employees about their performance over the previous year, (2) to correct any performance issues or highlight areas for improvement, and (3) to create documentation of the employee’s performance. While these three reasons still exist, many organizations aren’t using performance reviews in a way that actually help grow and develop an employee. In fact, one of the biggest complaints from employees is that the performance review is just an exercise in futility and has no impact on growth, compensation or any other type of recognition and rewards program in the organization.

So, what can your organization do to correct the performance review situation? Here are three simple steps:

  1. Focus on goals. Rating scales often don’t help with changing behavior and have little meaning to the employee. Instead, think about what you want the employee to achieve in the next period of performance. This should be an interactive process with input and feedback from both the employee and manager.
  2. Think about career development and retention. Employees want to know if they have a future with your organization. This is increasingly become a demand from our younger workforce. Those who don’t see a clear career path will leave for an opportunity with an organization that affords them a clear career path.
  3. Make this an ongoing process, not only once a year. Employees want regular feedback and hearing from their managers only one time per year isn’t changing any behavior – good or bad. Consider doing regular meetings on a weekly or monthly basis to check in on progress toward goal achievement. These meetings may be less structured and shorter, but it affords the employee an opportunity to check-in with the manager and get timely and regular feedback.Your Employees Hate Your Performance Review
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Top 3 Questions

As a business owner I hate wasting time.  So I won’t bore you with a long intro or some form to fill out in order to get the top 3 questions you clicked on the post for.   It’s right here on this page.

I created this infographic because I know the challenges I faced in hiring for my business.  It’s hard to screen people when you don’t know what’s real and it’s even harder to know what questions to ask.  Fortunately I have some amazing friends who also happen to be HR experts and they’ve let me in on their top questions for screening candidates.  These questions have allowed me to hire the absolute best people for my business.   Ever since I started using these questions I don’t have to deal with the pain of hiring someone, training them, only to have to let them go shortly after.

So like I said before, I’m not going to have you sign up for this, it’s right here, for free!  And if you think these are going to be helpful the next time you hire, consider signing up to my list.  I compile the best advice I can get from industry experts, plus my own experience, to bring you only the most actionable tips for hiring your next super star!

Thibaud Edwards (it’s pronounced Teebow 😉 )

PS: Feel free to shoot me a quick e-mail if you have any questions.  I love helping small businesses like your succeed!