What Do Employees Love/Hate About Performance Reviews?

What-Do-Employees-Love-Hate-About-Performance-Reviews

How do you react when you listen to the term “annual performance review”? If you are like most managers and employees, you wouldn’t be very happy. However, there are some people who really look forward to these reviews. In today’s business environment, the role of performance evaluation and improvement is popularly increasing. Business pressures are only increasing, and organizations are required to become more effective and efficient. They need to come up with better business strategies and remain competitive. The annual performance review process is both the beginning and end of a performance management cycle. It is the assessment of one completed year, and setting up expectations for the next year that is coming up ahead.

Generally, when performance management is mentioned, people think of employee performance appraisal and review, but it in fact involves a lot more. Properly constructed evaluations should denote the synopsis of a year-round discourse so that it enables managers to evaluate and measure individual performance of employees and optimize productivity. However, today more than 50% of employees see their reviews as inaccurate. And why shouldn’t they? With a gap of 6 months of 1 year between each cycle, the outcomes are definitely irrelevant. Managers are always likely to focus more on the negative points of the employees, which doesn’t provide valuable information.

So, it is very likely that employees do not like the performance review process a lot. But yes, a few things like good constructive feedback and a pay increase are what employees definitely love about this whole process. They love it because they get feedback as to how they are supposed to improve upon for the following year, along with getting an increase in their current pay. The best part about this is that they don’t need to prompt a conversation asking for a pay increase. Even when employees know that they deserve more money, the conversation is a difficult one to make. In fact, many employees love their job and workplace, but they quit because of a low pay and because they find it difficult to ask for an increase in pay.

So, when there is an annual performance review process, all the processes that are tied to the performance review must be kept in mind. The annual review is not a stand-alone process; it impacts many other things in the organization. In fact, companies also need to be prepared for more pay-related conversations outside of the annual performance review. It is generally seen that managers postpone pay-related conversations by telling employees that the issue can be addressed during the annual performance review. First of all, they must realize that it is very difficult for an employee to come up with a pay-related conversation on their own, and if they do, the managers must provide them with an accurate answer rather than postponing it away for later. You definitely don’t want to lose out on good and capable employees only because of a small increase in pay. (Obviously this is only in the case of genuine employees.) Managers must understand that it is important to maintain professional and trustworthy relationships with the employees for better growth of the business. iDeal HR Service, the reputed industrial employees relations consultant in Hosur, puts in a good amount of effort to help clients understand and maintain cordial relationships with employees by maintaining a disciplinary and harmonious working environment, and settling all sorts of disputes in time.