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5 fatal problems with performance reviews

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5 fatal problems with performance reviews

  1. FATAL PROBLEMS WITH PERFORMANCE REVIEWS And the one simple way you can fix them all.
  2. FIRST THINGS FIRST
  3. What do you think about performance reviews? POLL QUESTION: A. I love them B. They are hit or miss C. They need some serious help D. They are completely useless 3
  4. HERE’S WHAT THE TWITTERSPHERE SAYS: @DTFT: Finished selfevaluation for annual performance review at 4:15. Can think only of going home and drinking. Was this the intended result? @JPSmeresyk: my performance review was based on inconsistent metrics and a system that management admitted was bad and has changed @megbroph: Didn't cry or yell during this year's performance review! #makingprog ress @HRFella I enjoy the Performance Review process, said no #HR person. Ever. @m_doc15: Got my performance review and "work attire" was listed as a "strength". No such mention of my actual performance. I'll take it
  5. OUR RESEARCH SAYS THERE IS A PROBLEM Half of all employees see their performance reviews as inaccurate. Inaccurate 51% Accurate 49% 5
  6. SALARY.COM AGREES “Do performance reviews lead to improved performance?” Yes 39% Rarely or Never 61% 6
  7. SO DOES SHRM “Do you think annual performance reviews are an accurate appraisal for employees’ work?” No 45% Yes 55%
  8. ROOT CAUSES
  9. MISSION MUDDLE 9
  10. AN ANTIQUATED PROCESS
  11. WITH FUZZY GOALS TO CORRECT MY PROBLEMS TO STAY COMPLIANT/ CHECK OFF THE BOX TO HELP ME DEVELOP & GROW 8% 22% 70% 11
  12. DATA DEFICIT 1
  13. SELF-LIMITING 13
  14. NARROW SCOPE OF INPUT 63% NOT A TRUE INDICATOR OF PERFORMANCE 40% A SINGLE POINT OF VIEW 30% FEEL UNDERVALUED DOESN’T ACCOUNT FOR PAST WORK 22% DEMEANING 21% WHY DO PEOPLE DISLIKE REVIEWS? 14
  15. TRUST TROUBLE 1
  16. A SINGLE POINT OF FAILURE 16
  17. Do you think reviews are objective? POLL QUESTION: A. Yes, by careful design B. They are only as good as the manager C. No, they are almost never objective 17
  18. THE DEVELOPMENT MYTH 18% 26% I don't have opportunities to grow or advance I don't like what I do/doesn't maximize talent I want to try something new 10% I want to earn more money I don't like working for my manager Other 15% 15% 12% 18
  19. THE EFFECTIVENESS MYTH 47% 53% 53% say performance reviews do not motivate them to work harder. 19
  20. POSITIVITY PITFALL 2
  21. AN EMOTIONAL ROLLERCOASTER 51% FRUSTRATION 47% ANXIETY 22% BOREDOM TOP EMOTIONS ASSOCIATED WITH INACCURATE REVIEWS
  22. FOCUS ON THE NEGATIVE 10% 90% 90% of employees see positive feedback as more motivating. 22
  23. FREQUENCY FAILURE 2
  24. TOO LITTLE TOO LATE Employees prefer immediate feedback 24
  25. THE RECENCY EFFECT Bias toward overemphasis of recent behavior. 25
  26. MISSION MUDDLE DATA DEFICIT TRUST TROUBLE POSITIVITY PITFALL FREQUENCY FAILURE
  27. SOLUTIONS
  28. More Meaningful More Objective Clearer Alignment to Goals More Positive Feedback More Points of View Great Reviews More Often 28
  29. More Meaningful Less Subjective Clearer Alignment to Goals More Points of View More Positive Feedback More Often Crowdsourced Feedback 29
  30. CROWDSOURCED FEEDBACK 3
  31. HUH?
  32. THE WISDOM OF THE CROWD 75% of employees already give crowdsourced feedback on consumer sites. 25% 75%
  33. OKAY THEN…
  34. INSPIRE PEER FEEDBACK Peer-reviewed employees are more satisfied with their jobs. 67% 88% 35
  35. GATHER DATA
  36. INCLUDE IN REVIEW CYCLE 76% 76% of employees want crowdsourced recognition data added to performance reviews 37
  37. Crowdsourcing input about employee performance creates a market composed of every employee. Social recognition is the transaction engine of that market.
  38. GET THE BOOK crowdsourcedreviews.com 3
  39. MOTIVATE & ENGAGE ALL EMPLOYEES
  40. VISIT US: www.globoforce.com SUBSCRIBE: www.globoforce.com/gfblog EMAIL US: darcy.jacobsen@globoforce.com jennifer.sartor@globoforce.com 41

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