Do you dread your annual performance review?
You’re not alone.
On December 14, following the SHRM Live 2016: Making the 21st Century Workplace Work virtual event, @shrmnextchat chatted with presenters Dr.
As the demand for talent continues to intensify, the year ahead will see new challenges as organizations race to innovate and refine their talent management strategies.
2016 might be remembered as the year we heard the death rattle of the traditional annual performance review. As those of us in the HR space know, there’s been a revolution brewing for a while, with companies like Deloitte, Microsoft, Adobe, and Accenture doing away with their review systems well before 2016 in some cases.
In 2016, the HR profession continued to employ the hottest trends and keep up with changes in the areas such as employment law, technology and talent management.
We’ve all heard of the phrase “managing up,” but what does it mean to give feedback to your boss – and how can you do it the right way without getting fired? Research shows that many people leave organizations due to bad management, so why not turn that around and empower employees to give managers a piece of their mind?
Joining me to tackle this tough and touchy topic today is Anita Bowness, Global Practice Leader of Halogen Software.
1. They’re rarely done right! Anything done consistently wrong is making something else worse. If you wear your shoes on the wrong feet all the time, you ruin the shoes AND your instep…and maybe your back… (Don’t ask me how I know.) Ice skating on your knees is not ice skating. It’s just embarrassing! Doing it wrong is worse than not doing it at all.
Using Technology for Real-Time Employee Performance Reviews
What Can HR Learn from the Ellen Pao Trial?
Just because “everyone” used to do something doesn’t mean it was the right or smart thing to do.
That’s one of the good things about humanity – we often (although certainly not always) improve many aspects of our lives as the earth keeps spinning.
Consumption of unhealthy diversions such as sugar-loaded cereal, soda and cigarettes is way down.
Value Hard to Find
If we can get smarter about what we devour, we should be able to do the same with the disdained annual performance review. Thankfully, we are.
Make assessments forward-looking, strength-based
Nearly everyone dreads year-end performance reviews. First, they coincide un-festively with the holiday season, when bad news is no fun to give or to receive. And as more employees are being asked to do self-assessments, there’s an added stress for workers. What documentation do they need to prove their worth at work? How do they navigate the process of rating themselves?
There is no silver bullet for performance management: not an app, platform or systematic flow chart. It turns our that managing performance is as much about knowing your people as it is knowing the metrics of their performance.
I recently had someone ask me this question: If an employee gets a bad performance review and doesn't agree with it, is there value in going to HR to complain?
First off, let me say that I’m a firm believer than an employee’s performance appraisal should not be a shock to them. I don’t know if, in this case, the employee expected a poor performance review or if this was a surprise. However, in my experience, when an employee came to human resources to complain about their performance review, it was usually because their review was a surprise to them. Enough said.