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It’s that one time in the year that we all dread. No, we aren’t referring to Valentines Day as a dejected singleton, we are of course referring to the yearly performance review, and the overwhelming sense of dread and fear that having to sit down with your line manager and dissect the past year can bring to employees. But, is this type of yearly evaluation outdated and old-fashioned?

According to writer Elizabeth Uviebinene, yearly performance reviews are “hugely outdated” and can cause an unnecessary amount of stress and anxiety in the workplace. Writing in the Financial Times, Uviebinene goes on to say that millennial’s and generation-z workers are more favourable with real time feedback and receiving constructive criticism and engaging in productive conversations on their performance on a regular basis, as opposed to a once a year assessment which dates back to World War I.

So, does a formal performance appraisal system that originated in the 1900’s still work in 2020? According to a survey by the Society for Human Resource Management, a staggering 95 per cent of employees say that they are dissatisfied with their employer’s appraisal process, with many staff finding a yearly review unproductive, unfair and not an accurate portray of their achievements and progress in that year’s evaluation, which can also result in bias and discrimination and an overwhelming sense of failure.

The pitfalls of yearly performance reviews

As it stands now, you can go through the year blissfully assuming that you are the greatest thing since sliced beard, as you tick-off your KPI’s and fulfil your annual quotas, only to be met by condemnation to performance punishment in your yearly review by your line manager, as you are scrutinised by something that happened 9 months ago that you was not picked up on or made aware of at the time.

Not only can this take you by surprise, but it can also leave you feeling disheartened and dejected, especially if you had assumed that you was performing top notch throughout the year.

If an assessment occurs in the present and a line manager provides feedback there and then, this can allow the staff member to activity work on the criticism while being open to real time input and the opportunity to develop. If an employee is under performing and not working to the best of their abilities, surly it would make more sense to point it out there and then as opposed to waiting until the end of the year.

What Get Licensed Says

Feedback should be an everyday occurrence and not just pencilled in one tine a year in between the Christmas staff party and New Year’s Eve drinks. In 2020 It is surprising how many companies are still cemented in the routine of annual performance reviews instead of giving out on the spot effective, objective and continuous feedback that works both for employees and contributes to the overall workplace culture.

While yearly reviews may have been constructive in the thick of war, in 2020 in the modern-day workplace, constructive and real time conversations should always be encouraged, rather then leaving it until the very end.

Summary
Article Name
Do We Really Need Performance Reviews In 2020?
Description
Are yearly performance reviews constructive or outdated? Should we have to wait a full year to get feedback, or should we seek evaluations every day?
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