The Real Reasons Why Employees Hate the Performance Review

The Real Reasons Why Employees Hate the wertzuwachs ReviewThe Real Reasons Why Employees Hate the Performance ReviewIts no secret that people often dread the performance review process at work. But whats driving that fear and loathing?We regularly hear nachrichtensendung about the ineffectiveness of performance appraisals or that companies are doing away with these assessments. But is nixing performance reviews a good solution? According to a new OfficeTeam survey, these meetings arent going anywhere just yet, and they may actually be increasing in frequency. Seventy-nine percent of HR managers said they schedule these discussions at least annually. More than a quarter (27 percent) hold appraisals at least twice a year, which is a nine-point increase from 2010.However, bosses and workers dont necessarily see eye to eye on how effective the performance review process is. One in four (25 percent) employees feel the assessments do not help improve their performance. This contrasts with 89 percent of HR managers who believe their organizations performance appraisals are at least somewhat effective.So wheres the disconnect? Making any of these six mistakes could be part of the reason why your employees are giving performance reviews the thumbs down.1. Youre winging it.If you as a manager arent prepared for an employees performance review, itll show. It also gives off the impression that you dont really care about your workers. In advance of the discussion, check with your HR representative to see if theres a certain process you should follow for the meeting, or if there are forms youre required to complete. Take time to think about your employees recent achievements and whether he or she met expectations.2. Its not a two-way street.You shouldnt be the only one talking during a performance appraisal. Make sure workers know what to expect from the meeting so they can prepare in advance. Asking employees to bring a list of accomplishments, obstacles and goals helps enc ourage a two-way conversation.3. Youre not getting the full picture.What you personally see and hear from a worker may not tell the full story. Request feedback from colleagues who regularly collaborate with the employee for a more well-rounded, balanced assessment.4. You focus only on the negative.One big reason why employees are apprehensive about reviews is because theyre scared theyll receive negative feedback. Comments made during evaluations arent always all positive, but you should aim to provide specific, constructive feedback and suggestions for improvement rather than criticizing. Dont forget to also recognize staff for what theyre doing well5. Theres no mention of the future.Assessing past performance is only half the battle. The review is also a time to discuss goals and what an employee needs to be successful (and happy) in the coming period.6. Its the only time youre checking in. The last thing you want is for any information shared during a review to be a surprise to your worker. Thats why regularly following up with employees to provide feedback and track progress outside of formal performance appraisal meetings is so important. Now that youve gotten tips on conducting these discussion with employees, do you need help preparing for your own review? Read Performance Review Tips Prepping for a Positive Talk with Your Boss.