Performance Review Misperceptions [Infographic]
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Still, 89 percent of those currently using performance reviews argue that companies benefit from them. Performance management is more than just checking a box. It’s about cultivating culture and inspiring employee growth. Stop doing performance reviews and start managing people. To benefit employees and companies, performance management should be The May 2015 study collected responses via an online survey from 1,933 professionals over the age of 21 who are currently employed by companies of more than 50 employees. This research was generated by BambooHR. Who Do They Really Help? Performance reviews were designed to help managers know who was performing and who to fire. Companies changed. Leaders realized company success lies in their employees. But performance reviews didn’t change. Outdated performance reviews make employees unhappy. Performance reviews no longer fit today’s workplace. 89% Because of this, 42 percent of respondents’ companies don’t do performance reviews at all. 16% Only 16 percent of employees prefer to receive feedback in a formal performance review. Only 4 percent feel that performance reviews are the best way to motivate and engage employees. 4% But DO employees benefit from performance reviews? 67 percent feel they are not heard during their reviews. 61 percent say their companies don’t look for opportunities to provide career development afterward. 55 percent say their companies don’t address concerns raised during performance reviews. 62 percent don’t see changes occur from feedback they give. 52 percent say their companies don’t help them make and meet goals. 56 percent say they don’t receive raises or bonuses for great performance. The top 5 ways employees want to be inspired and motivated Performance reviews help companies monitor performance, but they don’t help employees improve performance. And it’s not just employees who feel this way. o p e n , i n f o r m a l c o n v e r s a tio ns p e r s o n alized re c o g n i t i o n r a i s e s & p r o m o ti o n s i d e a s h e a rd and i m p l e m e n t e d on e - o n - o n e s g e a red to w a r d c a r e e r p a t h Mid-Century: IN THE BEGINNING: Today: PERFORMANCE REVIEW MISPERCEPTIONS They create a culture of competition, not collaboration. They create unnecessary politics. They are an inaccurate reflection of performance. They hurt engagement and innovation. Nothing constructive comes from them. 3 out of 4 HR professionals are critical of performance reviews HR’s top 5 criticisms: Work has changed. Performance reviews have not. Let’s bring them together. simple accurate motivational 42%
Transcript of Performance Review Misperceptions [Infographic]
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Still, 89 percent of those currently using performance reviews argue that companies benefit from them.
Performance management is more than just checking a box. It’s about cultivating culture and inspiring employee growth.
Stop doing performance reviews and start managing people.
To benefit employees and companies, performance management should be
The May 2015 study collected responses via an online survey from 1,933 professionals over the age of 21 who are currently employed by companies of more than 50 employees. This research was generated by BambooHR.
Who Do They Really Help?
Performance reviews were designed to help managers know who was
performing and who to fire.
Companies changed. Leaders realized company success lies in
their employees. But performance reviews didn’t change.
Outdated performance reviews make employees unhappy.
Performance reviews no longer fit today’s workplace.
89%
Because of this, 42 percent of respondents’ companies don’t do performance reviews at all.
16% Only 16 percent of employees prefer to receive feedback in a formal performance review.
Only 4 percent feel that performance reviews are the best way to motivate and engage employees.4%
But DO employees benefit from performance reviews?
67 percent feel they are not heard during their reviews.61 percent say their companies don’t look for opportunities to provide career development afterward.55 percent say their companies don’t address concerns raised during performance reviews.62 percent don’t see changes occur from feedback they give.52 percent say their companies don’t help them make and meet goals.56 percent say they don’t receive raises or bonuses for great performance.
The top 5 ways employees want to be inspired and motivated
Performance reviews help companies monitor performance, but they don’t help employees improve performance.
And i t ’s not just employees who fee l th is way.
open, informal conversations
personalized recognition raise
s & pr
omotions
ideas heard and implemented
one-on-ones geared toward career path
Mid-Century:
IN THE BEGINNING:
Today:
PERFORMANCE REVIEW MISPERCEPTIONS
They create a culture of competition, not collaboration.They create unnecessary politics.They are an inaccurate reflection of performance.They hurt engagement and innovation.Nothing constructive comes from them.
3 out of 4 HR professionals are critical of performance reviews
HR’s top 5 criticisms:
Work has changed. Performance reviews have not. Let’s bring them together.
simple accurate motivational
42%
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