The top 5 mistakes made in performance reviews (and how to avoid them)

Performance reviews are often criticized by HR professionals and general employees, alike. In fact, 45% of HR leaders believe that performance reviews are not a good gauge of an employee’s performance, and this trend is expected to rise¹.

Many organizations are making mistakes during the performance appraisal process, which may extend beyond the infrequent and generic nature of many reviews. TLNT reviewed five frequently made mistakes, with one of them being lack of agility.

Lack of agility refers to the failure of performance appraisals to account for adaptations of individual goals. Rather, most performance reviews consider the number of goals reached, as opposed to their quality. Instead, TLNT recommends that organizations:

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Adopt a results-only work environment (ROWE), which focuses on results, as opposed to when the goal was met. Some organizations have found ROWE to increase productivity by 41 percent as well as reduce turnover by as much as 90 percent. This helps your workers focus on the outcome of a goal, instead of rushing to meet deadlines or exerting too much effort on things that do not benefit the end result.

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To learn of the four other mistakes made in performance reviews, please see the full article at TLNT.

¹SHRM and Globoforce (2012). Employee recognition survey: Winter 2012 report. Retrieved from: https://go.globoforce.com/rs/globoforce/images/SHRMWinter2012Report.PDF