IntelliPro Group

With a help of a robust, AI-powered, talent-matching software, IntelliPro is able to streamline the talent acquisition process and quickly identify the most skilled candidates needed in a variety of engineering, marketing, management, and administrative roles. As a comprehensive talent acquisition firm, IntelliPro has gained trust of top global corporations through its unique combination of high-tech talent sourcing and highly personalized care.

Talent acquisition, recruiting expertise, talent-matching software, consulting solutions, recruitment process outsourcing, human resources outsourcing, business process outsourcing, management consulting, university recruiting, emerging talent, great place to work certified.

Skip to main content

English

English

Are Performance Reviews Still a Thing?

by Gege Tan on Aug 30, 2022

Are Performance Reviews Still a Thing?

by Gege Tan on Aug 30, 2022

Performance reviews might not sound like the most exciting thing ever. When done poorly, they can cause stress in the workplace. The controversy over P.I.P, Performance Improvement Plan, in the tech industry in particular, has created a huge dislike against performance reviews. But the most important question is whether performance reviews are still important. Can the benefits they bring to companies as a whole cancel out their drawbacks?

Performance reviews are beneficial

A performance review is a formal assessment during which a manager evaluates an employee’s work performance, identifies strengths and weaknesses, gives feedback, or even sets goals for future performance. When implemented properly, performance reviews can have impactful benefits and this is the main reason why companies continue to do them. Conducting regular performance reviews can help a company track and maintain goals, prevent miscommunication and further foster growth and engagement. Other benefits regular performance reviews offer would be promoting employees and raising compensations more frequently; this can take pressure off of the year-end performance reviews. Finally, discussions with employees around performance reviews can help managers to get insight into how they can be better managers.

The efficient way to conduct performance reviews

Although there are common drawbacks to performance evaluations such as being biased or rigid, studies have shown that strength-based performance appraisals can have a significant impact on improving employee's motivation. According to Forbes, around a quarter of the people who took a motivation survey are driven by achievement. For achievement-driven employees, a frequent performance review is vital for monitoring their progress and keeping themselves motivated. Therefore, it is not a good idea to ditch performance reviews altogether. Other ways to help managers better conduct performance reviews include:

  • Conducting performance reviews face-to-face if possible. Face-to-face communication is always the most efficient way. If the work is remote, book a one-one-one virtual meeting to talk with your employee.
  • Spend some time every week keeping track of each employee's performance. It will help you save time, so you don't have to cram before giving the actual performance review. Remember to take notes.
  • Give appraise while noting opportunities for improvements, avoid listing all the negatives unless you want to discourage your employees. This is especially crucial for achievement-driven employees.
  • Use clear and actionable language.
  • Set goals for future performance at the end. The goal of performance reviews is to foster improvement, so set goals for your employees with encouraging notes.

The controversial P.I.P.

The most controversial performance review is probably the P.I.P., Performance Improvement Plan, which is widely adopted by many major tech companies. Similar to regular performance reviews, a P.I.P. is a formal company document stating in detail performance or behavioral issues that an employee has exhibited as well as goals the employee must achieve in a specified time period to avoid being terminated. In theory, P.I.Ps are meant to help the people who are experiencing productivity issues to get back on track and succeed at their jobs. But, the plan has become notorious as it has been used as a box-checking mechanism for employers looking for legal protection before firing someone. However, a P.I.P. doesn't always mean termination. Here are some tips on how to respond to it in the best way possible.

Have a positive attitude

Although panic might be your first response, keep in mind that it's not the end of the world. First, focus on what you can do next that is in your control, stay calm and react in a professional manner. Your attitude is important as it shows the employer you're taking their suggestions seriously and approaching your tasks with determination.

Listen and take notes

Make sure you read the P.I.P. very closely. A well-made P.I.P. should be full of specific details and actionable goals. While your manager goes over the document with you, listen intently and take notes. Before you sign the document, make sure that you have fully understood the content and everything is clarified.

Ask for help

Besides asking your manager how you can meet or even exceed the goals cited in the document, you can also talk to your colleagues and coworkers for specific advice on areas you need improvement in. Moreover, don't be afraid to book a one-on-one meeting with HR, it's always good to hear from more people.

Check in regularly

Check in with your manager regularly to show your employer that you're dedicated to making improvement. It can also help you stay on track with the P.I.P progress and better understand if the steps you're taking to achieve the goals are actually working.

As the old saying goes, "Don't throw the baby out with the bathwater," when implemented efficiently, performance reviews can be a great evaluation tool that brings motivation to employees. Not only should companies not ditch them, but more managers should actually start conducting performance reviews with their teams. However, if you ever end up with bad luck having to deal with a P.I.P., always remember there are solutions. Practice the tips mentioned above to help yourself get through it.

Reference

Gnepp, Jackie, Joshua Klayman, Ian O Williamson, and Sema Barlas. June 19, 2020. “The Future of Feedback: Motivating Performance Improvement Through Future-Focused Feedback.” PloS one. Public Library of Science. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7304587/

Copple, Kara. October 27, 2021. “How to Survive a Performance Improvement Plan.” I Will Teach You to Be Rich. https://www.iwillteachyoutoberich.com/blog/how-to-crush-your- performance-improvement-plan/

Van Woerkom, Marianne, and Brigitte Kroon. January 31, 2020. “The Effect of Strengths-Based Performance Appraisal on Perceived Supervisor Support and the Motivation to Improve Performance.” Frontiers. Frontiers. https://www.frontiersin.org/articles/10.3389/fpsyg.2020.01883/full

Murphy, Mark. November 5, 2018. “Here's Why You Still Need to Conduct Performance Reviews with Your Employees.” Forbes. Forbes Magazine. https://www.forbes.com/sites/markmurphy/2018/11/04/heres-why-you-still-need-to-conduct- performance-reviews-with-your-employees/?sh=50a4db1019f8.

Share

social icon
social icon
social icon
Intellipro Group Recruiting & Staffing Services Managed Services Job Seeke About Contact Us Blog