The One Thing You Need to Know: The Problem with Performance Reviews

“What’s the problem with performance reviews?” – Caie, from Newcastle-Upon-Tyne.

We do things at work because they are useful. Performance reviews are not useful. Share on X

Sure, we all know by now that everyone hates performance reviews. Most people hate giving them, and overwhelmingly employees hate to get them. But surprisingly, that’s not the problem with them: the problem with performance reviews is that they are not useful. They don’t tell us anything about the employee, they don’t help the employees get better, and they certainly aren’t giving us the correct information we need to hire, fire, train, and promote our people.

5 Comments

Shelly Bangerter February 13, 2018 at 6:15 AM

I like the idea of everything being future focused and coaching right after the performance (delivery etc.) this would allow for each person to apply what they can do to get better right away!!
Stephanie Moore February 13, 2018 at 8:11 AM

I absolutely love the work I get to do with Cisco and TeamSpace. Love advocating for the weekly check-ins and engagement surveys through the programs and processes we deliver as part of PYSTW and Power of Teams…It’s the best work I do and I advocate for it in every company in which I consult and in every leadership program I deliver. I am a long-time Gallup client and Certified Strengths Coach. I use the CliftonStrengths assessment in conjunction with the TMBC Strengths Cards and Standout assessment…when all used together they paint a pretty darn powerful picture of an individual!
Dawn Sawyer February 21, 2018 at 8:41 AM

In my experience, at many companies a performance review is designed to be used as justification for how to distribute salary increases and/or bonuses and is not really focused on how to get an individual to perform better or utilize their strengths to a greater extent. So frequently, the response you get back from HR/Senior Management with regards to changing how reviews are done is, “But then how will we know how to distribute increases and enforce our salary curve.”
Patty Haggerty March 29, 2018 at 9:21 AM

Love that the focus in on driving performance. Without ratings is there still away to connect the quarterly manager questions to annual merit increases?
- Meredith Bohling March 29, 2018 at 9:23 AM
  
  Great question! And something that we’ll be talking about in a few weeks actually. Keep checking back, or subscribe here!