Our take on how to give better employee performance reviews – and what to consider instead. “How to give better employee performance reviews?” This is a question I’ve consistently received over the years, and becomes more pronounced as we enter performance review season. It’s a particularly salient question given that, from our August 2020 survey of 1,087 managers and employees, 86% said they hold performance reviews – but only 23% of those people said they were “satisfied” with their performance review process. In short: 86% of us are doing something that only 23% of us like. It’s worse than you think. Not only are a majority of us implementing a process that we’re not satisfied with, but the utility of the process itself is dubious: A 2019 study by Mercer found that only 2% of companies believe feel their performance process delivers exceptional value. In fact, Gallup shared how “traditional performance reviews and approaches to feedback are often so bad that they actually make performance worse about one-third of the time.” They further discovered that “only 14% of employees strongly agree their performance reviews inspire them to improve.” READ FULL ARTICLE>>
