An article published by Reuters stated 4 out of 5 U.S. workers are dissatisfied with their job performance reviews. And it’s not just employees who dread the performance reviews, managers suffer through the process as well. What causes so much disdain for the process? Let’s take a look at some common complaints around annual reviews.
The assessment is reviewing ‘the person’, not my performance.
Personality and behaviors often make their way into reviews, and while they play a role in performance, they may not measure actual output. Metrics of performance include output quality, sales or volume.
My review was not accurate or complete.
Many processes lack accountability of managers for accurate or quality feedback. A top complaint of managers is that the process takes too long; therefore, they are focused on completion, over quality and accuracy. Also, if reviews happen only once a year, it may be heavily skewed toward the last couple of months. This is due to the difficulty of remembering a years’ worth of projects and accomplishments.
I had no idea my manager had these concerns.
Lack of relevant feedback is a common complaint about annual reviews. Employees are surprised by concerns that could have been addressed throughout the year. Providing continuous feedback tops employees’ wish lists for performance review improvement.
The review process is disconnected from rewards or growth opportunity.
In many organizations, compensation, development and promotions are not integrated with performance reviews. A stellar review does not necessarily translate to new opportunities within the organization. And if compensation and staffing decisions are disconnected from the performance process, it is easy for employees and managers to discount the process.