Welcome to the True Talk Café Podcast Ep. 10 - To Review or Not Review
Annual performance reviews often are considered time-sucks of meaningless paperwork and awkward meetings between manager and subordinate who suddenly seem like strangers.
Most companies have an annual or semi-annual performance review process where managers provide structured feedback to their employees. While effective in theory, these irregular check-ins can seem like token efforts which yield few tangible results or overall organizational communication.
Show agenda:
- History of the Performance Evaluation?
- Guests QuestionsResearch shows that only 8% of companies report that their performance management process drives high levels of value, while 58% said it is not an effective use of time. Do you agree with these statistics? Why or Why not?
Why are annual performance reviews often considered time-sucks of meaningless paperwork and awkward meetings between managers and subordinate who suddenly seem like strangers?
How can organizations create an environment where employees are authentically and intrinsically motivated and where creativity can flourish?
- Survey ResultsAt least 30% of the performance reviews result in decreased employee performance.
A TriNet Perform study conducted by Wakefield Research in September 2015 surveyed 1,000 U.S. full-time employees born after 1980 and found that infrequent feedback had a negative impact on Millennials
Approximately 70% of Millennials, see their company’s review process as flawed, but also depend on it for their professional growth and development.
85% of Millennials would feel more confident in their current position if they could have more frequent performance conversations with their manager.
The number of employers that are either ditching the numerical ranking of employees or tossing out the entire performance review process. Some 58% of executives do not believe their current performance management accomplishes what it is meant to do.
- Guest:Markel Riggins(LI: @markelriggins)
- Pod crew questionsRenee
Karla
- Conclusion
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