Perhaps you’ve read them—the stories from a handful of HR pundits and bloggers claiming that employers are utterly “abolishing,” “eliminating” and “eradicating” their performance appraisals.This rhetoric may grab readers’ attention but it simply isn’t true.If you read beyond their sensationalistic headlines, the stories themselves often reveal that performance appraisals are not being wiped out. In fact, they’re evolving. Employers are transforming their appraisals and their appraisal processes—and it’s about time.
Focusing on employee development does a company good. Why, then, have performance reviews become so disconnected from the employee development process at so many organizations? Sadly, the reason performance reviews become so disconnected from employee development is this: managers typically receive precious little training on how to conduct effective reviews—or even how to manage others well!
The world of performance assessments for the enterprise organization is not immune to these trends. In fact, the opposite is the case: Performance assessment must embrace every facet of what mobility means to American business today.
Do you evaluate your employees? If so, by what means? Research shows that 80% of companies conduct performance appraisals of their salaried employees. Out of the companies polled, 69% are still using antiquated means.
In order for high performers to contribute to the bottom line, they need a runway for success. That includes dedicated development plans and budgets. It also means continually assessing their contributions to make sure the company can plan for the future.
"Reviewsnap is easy to use, which is a huge plus in our organization, where things need to get done quickly. The system also allows me to see exactly where managers stand in the review process—whether and when they’ve started their reviews, whether reviews are partially completed or finished and waiting to be approved, whatever the situation. I don’t have to manually track all of that any longer.”