Employee relations are important, and every day the business world is learning more about how to approach the management of workforces large and small. With work-life balance, employee engagement, and talent retention at the forefront of the conversation, owners and managers are re-evaluating and reconsidering some of the most time-honored practices of human resource management. Among these has been the tradition of the annual employee performance review.
Anyone who has worked in a corporate environment is familiar with the annual review, and many who have experienced it will cringe at its mention. They would not be alone. According to research published in a recent infographic from employee shift scheduler, FindMyShift.com, some 90% of employees find these annual reviews not only an ineffective means of delivering feedback, but a painful one. What’s more, managers themselves would rather do almost anything than conduct these reviews, and more than half of them find them to be essentially a waste of time.
The infographic from FindMyShift details some of the reasons annual performance reviews are failing to produce the intended results and some of the alternatives companies from Quicksilver to PepsiCo are employing to open channels for feedback and communication while bolstering instead of smothering employee morale and engagement.