Three most ignored performance review pitfalls
1. Lack of more frequent feedback
People must realize that employee performance reviews should not be annual or biannual. The traditional review systems are ineffective, and people are becoming more aware of them with time.
When you hand your employees a document that contains long-term yearly evaluations based on their memories and opinions about their work, it does not make much sense. The written feedback here is indirect, usually irrelevant, and not useful for people.
People feel the same; around 69% of the workers say they would make more effort in their work if the leaders recognized them through feedback.
The leaders must move from yearly feedback to ongoing conversations between everyone. People should get together more to discuss performance, and the team meetings must create an environment that encourages suggestions from each employee.
The future of employee reviews can look like the one described above. With the advancement in collaboration tools, remote employees can now coordinate with people while sitting thousands of miles apart. There are multifunctional performance management tools, and teams can do more on one platform, such as project management, real-time collaboration, other software integrations, etc.
Overall, the management should promote a more open work culture where employees don’t just follow commands and work in silos at their desks but take the initiative to give and request feedback.
More Info : https://www.getjop.com/blog/3-most-overlooked-performance-review-pitfalls
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Performance reviews form an important component of any organizations.
Employee Performance reviews play an important role in transforming our company culture and effective employee engagement.
However, performance reviews are rarely conducted the right way.
There was a time when performance reviews would be conducted annually, and managers would objectively review the performance of an employee in the past.
However, such a system is not good enough in the current scenario.
Therefore, here are a few tricks for conducting better performance reviews:
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