Kelsey
Cassady
Top of Form
Hello Class!
One of the questions I
decided to answer was number 4 because I personally have opinions on
performance reviews. After researching how others felt about reviews, I learned
that employees like getting them to know what their bosses think of their work.
Although performance reviews are nerve wrecking, majority of employees like to
have them because they want to know if they need to improve in certain areas or
if they are thriving in them (Sturt, 2019). I also learned that employees would
rather have more reviews than less. 75% of workers like performance views and
65% of workers want more reviews per year (Sturt, 2019). The second question I
decided to research was number 3. After researching this I found out that yes,
it is important to take time for the performance reviews and devoting time is
significant for them. It is important to take time to give reviews because it
gives employees the opportunity to see what they need to improve on and to
understand the process better if they are confused (Gross, 2023). Taking the
time to give the employees a thorough review will help the company grow as a
whole because the performance will just keep getting better as more reviews
happen.
Sturt, D. (2019). How
Employees Really Feel About Performance Reviews. The Answer Is
Ironic.
Retrieved from: How Employees Really Feel About
Performance Reviews: The Answer Is
Gross, B. (2023). The
Importance of Timely Performance Reviews. Is It a Problem if Our
Performance
Views Are
Late?. Retrieved from: The Importance of Timely
Performance Reviews –
Spike WallaceTop of Form
How happy are workers
about reviews happening once per year? Would they prefer more or less frequent
feedback?
Research shows fair,
frequent, and accurate feedback is essential to employees, and unfair
performance reviews could lead to workers quitting their jobs. In 2019 Reflektive
polled more than 1,000 U.S. employees, 85% of workers stated they would leave
their job if they received an unfair job review. Data also showed 92% want
feedback more frequently than once a year, 49% said they would prefer feedback
weekly, while 72% said they would prefer monthly feedback from managers.
Regarding reviews, 64% said they received helpful feedback from their
performance evaluation, 45% felt it gave them “face time” with managers, while
another 41% said it helped them understand what they needed to do to get
promoted. Researchers found 54% had been overlooked for a promotion for unknown
reasons, and 25% felt an inaccurate review caused a missed promotion. Other
causes were 36% blamed on managerial changes and 28% based on bias and favoritism.
According to Rachel Ernst, “Employees crave accurate, growth-oriented feedback
– and they do not want to wait until an annual job review to get it.” When
employees receive attention, recognition, and improvement guidance from
managers, they tend to be more engaged and productive. Employees need to know
how managers view their work.
Is the time devoted to
performance reviews significant (3+ weeks per year)?
Recent studies show 67%
of respondents stated they preferred more regular feedback than annual
evaluations. A lot can happen in a year, issues from 6-12 months back are no
longer relevant or have since been resolved, which is why as a rule most
companies conduct performance reviews every 3-6 months. This keeps feedback
timely and relevant, as issues can be handled accordingly at an earlier stage.
Some employees need reviewing more frequently than others to ensure they are on
track, and to help them stay focused and motivated. Although no law requires
employee performance reviews, there is value in the reviews, as they can
identify growth development opportunities like promotions or departmental
experience training. Evaluations also lead to higher retention rates for the
organization.
How Often Should Employees Have
Performance Reviews? – Lawpath
Workers Want Fair, Accurate
Performance Reviews (businessnewsdaily.com)