51% of employees question
the effectiveness of performance reviews.
Employees hate reviews. Managers too.
On the other hand, Managers comment that performance reviews are their second most hated task.
Second only to firing someone!!!
That’s the sorry state of affairs on employee evaluation.
At the centre of this disgust is the performance appraisal form.
Employees believe the review questions are vague & not connected to their work and aspirations.
So, what’s the problem with the Review questions?
In most cases, employees feel that review questions are completely irrelevant and are directly picked up from a generic template without personalizing it as per individual needs.
Some of the common complaints about the review questions are
1. Not relevant to current job
Many times employees don’t understand how a review question is relevant to the work they are doing or the project they are in. It’s like reviewing a Technology Developer on performance in Financial Accounting!!!
2. Does not recognize career aspirations
Since review questions are generic in nature, they tend to miss the individual’s ambitions within the organization, thus promoting a feeling that the organization does not care about the employee’s future.
3. Short term focused
Since employee development discussions rarely happen independently & are clubbed with performance reviews, a very short term approach is widely observed in the questions asked to employees.
4. Unclear linkages to organizational objectives
Employees don’t realize how their work impacts the company's performance. Neither, how soft skill aspects like attitudes & values at work are critical.
5. Doesn’t address diversity
Same review template form is applied to a large group of employees. All review questions are treated with equal importance