In many organizations, performance reviews are still done only once a year. Growing number of managers and employees feel that the ‘once-a-year’ performance appraisals are not giving the results expected. More and more organizations are converting their one-time performance appraisals to ‘all year round’ performance reviews. When performance management is done correctly and throughout the year, employees show high levels of engagement and increased output. Here's a list of things you should keep in mind while doing Performance Reviews.

1. 4 THINGS TO KEEP IN MIND WHILE
DOING PERFORMANCE REVIEWS

2. Allows you to identify and address any deviation early.
It will give you a better idea of your employee’s progress.
Frequent performance reviews increases engagement.
WHY PERFORMANCE REVIEW MATTERS
of CEOs say that motivating their
employees is the toughest job
50%

3. SURVEY SAYS...
80% OF EMPLOYEES TRUST CROWDSOURCED REVIEWS TO BE MORE
ACCURATE
76% OF EMPLOYEES THINK RECOGNITION DATA WOULD HELP MAKE
REVIEWS BETTER
73% OF EMPLOYEES PREFER UNSOLICITED PEER INPUT
94% OF EMPLOYEES SAY THEY LIKE GETTING RECOGNIZED FOR
ACCOMPLISHMENTS AT WORK

4. . Doing performance reviews more often makes the employees feel that
you are paying attention to them. Good managers do performance
corrections on a consistent basis.
1: INCREASE YOUR PERFORMANCE
REVIEW FREQUENCY
GROSUM- EMPLOYEE PERFORMANCE MANAGEMENT SOFTWARE
26% of employees say their performance is evaluated less
than once a year, while 48% say they are reviewed annually.

5. GROSUM- EMPLOYEE PERFORMANCE MANAGEMENT SOFTWARE
Separate the review of your employee’s professional development from
the review about her pay increase. The compensation conversation
should not override the feedback and coaching sessions that should
be happening during the performance review process.
2: SEPARATE YOUR REVIEW INTO TWO PARTS
of employees strongly agree that
the performance reviews they
receive inspire them to improve.14%

6. Employees must be made aware of their shortcoming or misalignment
with company goals. Sweeping it under the rug is not a solution.
3: BE HONEST
GROSUM- EMPLOYEE PERFORMANCE MANAGEMENT SOFTWARE
82 Percent Of People Don't Trust The Boss To Tell The Truth

7. GROSUM- EMPLOYEE PERFORMANCE MANAGEMENT SOFTWARE
Every appraisal cycle should start off with a self-appraisal by the
employee. It gives her ownership of her appraisal and helps improve the
outcome of this exercise.
4: PERFORMANCE APPRAISAL
STARTS WITH THE EMPLOYEE
26% ofemployeesfeeltheirreviewisanaccurate
appraisaloftheirwork.

8. The truth is, yes, the
'once-a-year' approach
to performance
reviews isn't fun.
ELIAS RASSI

9. THANK
YOU FOR
LISTENING!
For more information, visit our
website at www.grosum.com
GROSUM- EMPLOYEE PERFORMANCE MANAGEMENT SOFTWARE