The downsides of a traditional performance review are well documented. Employees don’t like receiving them, managers are resistant to completing them, and HR and organizational leaders are often dissatisfied with the outcomes. And numerous studies and surveys support these claims:
Only 14% of employees agree their performance review inspired them to improve (source: Gallup).
Only 3% of all managers believe performance will improve through the performance management process (source: Deloitte).
77% of HR executives believe performance reviews aren’t an accurate representation of employee performance (source: LinkedIn).
The solution is to personalize performance reviews for every employee. If you create evaluation forms that account for the nuances of an employee’s job, they’ll be excited to learn how they’re performing and what they can do better.