performance-reviews 
ClearCompany HRM
NOVEMBER 30, 2023
For too long, performance reviews haven’t been working —for anyone. 55% of employees say their reviews don’t help them improve their performance and a shocking 95% of managers are dissatisfied with their company’s process. 77% of HR managers say annual reviews don’t accurately reflect employees’ performance.
HR Brew
APRIL 11, 2024
Some have fallen under the “carrot” category, while one could be considered a “stick”: Tying office attendance to performance reviews. More recently, Envoy started incorporating office attendance into performance reviews. “I Sharma followed up with HR Brew in March after Envoy completed its review cycle.
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ClearCompany HRM
JUNE 1, 2023
Performance reviews aren’t what they used to be — and that’s not a bad thing. After many companies postponed, restructured, or canceled them altogether in the past few years, the way we handle performance appraisals has changed permanently. Performance reviews are no longer the infrequent, intimidating meetings they once were.
ClearCompany HRM
NOVEMBER 8, 2022
Annual performance reviews have a reputation for being ineffective. Even most CEOs say their review process does not help identify top performers, while employees say their managers are not giving effective reviews. Your company should conduct reviews on a regular basis so employees know when they’re coming.
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ClearCompany HRM
JANUARY 19, 2023
We’re all familiar with semi-annual or annual performance reviews — managers rate direct reports’ performance, discuss their ratings with their employees, and then it’s all over until the next evaluation. Not only do people want fair, comprehensive reviews, but they also want to feel that their voices are heard at work.
ClearCompany HRM
JULY 14, 2022
Employee engagement and performance management statistics — and in particular, data around performance reviews — are essentially inseparable. For example, performance review statistics show that more frequent reviews and feedback lead to an increase in employee engagement. Performance Review Statistics.
Speaker: Jordan George, Director, Leadership & Talent Development
Each of these scenarios is but a minor annoyance in contrast to the most dreaded terror of all: the annual performance review. Despite its prevalence in the workforce, the traditional annual review process is notably, almost comically flawed. And it’s not just leaders that can’t stand them – employees hate annual reviews, too.
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Traditional performance reviews aren’t working for employees (1 in 5 admit they’d rather call in sick than have one) and nearly 90% of business leaders are currently reevaluating their approach to performance reviews. The way we evaluate and develop talent is broken.
Speaker: Dr. Robert Sniderman, President of The Entrepreneurial Edge, Inc. and HRFocus USA.
Research and feedback on traditional performance management systems indicates that the parties involved do not find the process valuable. Employees who receive “positive” performance reviews complain they are not good enough and employees that receive “negative” performance reviews complain they are inaccurate and not good enough.
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Performance reviews are a proactive way to engage with your employees, provide clear communication about expectations, and acknowledge them for their hard work. We put together this checklist to help you evaluate your current performance review process and equip managers with the right tools to perform individual assessments.
Speaker: Jo Weech, CEO & Primary Consultant, Exemplary Consultants
Since “Constant Change is Here to Stay”, why is it that the Annual Performance Review is holding its own after nearly a century of being in existence? In the 1950s, the US Government instituted the Performance Rating Act, whereby government employees could be rewarded for their work with bonuses and accolades.
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Traditional performance reviews aren’t working for employees (1 in 5 admit they’d rather call in sick than have one) and nearly 90% of business leaders are currently reevaluating their approach to performance reviews. The way we evaluate and develop talent is broken.
Speaker: Angie Wideman-Powell, Director of Human Resources, ClearCompany
Most organizations are ditching annual performance reviews and implementing a culture of continuous feedback. In continuous feedback cultures, employees no longer have to wait until the end of the year to get feedback on their performance or address their concerns, obstacles and challenges.
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
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