What Should Performance Reviews Look Like in 2023?

Performance reviews have come a long way since the days of paper files locked away in a cabinet. Today’s reviews are smarter, faster, more inclusive, and better. Using a performance management system is one of the best ways to update and overhaul your review process completely, but it doesn’t mean you have to change the heart of them.
Instead, update your 2023 performance reviews to include what really matters, eliminate things that don’t matter anymore, and get the buy-in from managers, employees, and the executive board.
To find out more about performance reviews with Trakstar (formerly Reviewsnap), click here to schedule a demo today.

Eliminating Bias

Performance reviews are an essential part of any organization’s performance management process. However, they can often be biased and unfair, making employees demotivated and disengaged.

The key to eliminating bias in performance reviews lies in understanding the different types of biases and how they can be avoided. By understanding the various biases that may be present in a performance review, organizations can ensure that their employees receive fair and unbiased feedback on their performance.

Organizations should also ensure that all performance reviews are conducted objectively, without personal bias or prejudice influencing the outcome. This can include implementing policies and procedures to prevent biased language and behavior during the review process and providing training for managers on how to conduct objective reviews. By taking these steps, organizations can ensure that their performance reviews are free from bias and provide accurate employee feedback.

Most performance management software has features in place to eliminate bias and help managers see instances when they may have bias.

Using 360-Degree Reviews

360-degree reviews are becoming an increasingly popular way for employers to get employee feedback. These reviews provide a comprehensive picture of an employee’s performance by gathering insights from their peers, managers, and direct reports.

The 360-degree review process helps employers gain valuable insights into the strengths and weaknesses of their team members, enabling them to make informed decisions about how to manage their teams best. It also allows employees to receive constructive feedback from multiple sources, allowing them to identify areas for growth and improvement.

By leveraging 360-degree reviews, employers can ensure that they are getting accurate and reliable feedback on the performance of each employee, which will ultimately help them build a stronger and more effective team.

Continuous Feedback

Continuous feedback is an important part of any successful organization. It helps keep employees engaged and motivated while providing them with the necessary feedback to improve their performance. Keeping your feedback style consistent is a big help for employees who are sometimes anxious or for high-achieving employees who thrive on feedback and growth.

Continuous feedback can help create a culture of collaboration and trust in the workplace and provide employees with ongoing support and guidance. It also allows managers to quickly identify areas where employees need improvement and provide them with targeted advice on improving their skills. By doing this on a regular basis, managers can make real-time improvements for their employees that will impact the work immediately instead of several weeks or months down the road.

By providing employees with continuous feedback, organizations can ensure that they get the most out of their workforce and help them reach their full potential.

Automation Keeps Things Moving

Automating performance reviews is becoming a popular way for companies to streamline their HR processes. Automation can help reduce the amount of time spent on manual tasks and provide more accurate data-driven insights into employee performance.

Performance review automation can help HR teams better manage employee performance data, automate appraisals and feedback, and improve the accuracy of their decisions. Automated performance reviews also allow companies to measure employee performance objectively and accurately over time.

Automating performance reviews is becoming an increasingly important part of HR automation, as it allows companies to save time, money, and resources while still providing valuable insights into their employees’ performances.

It also helps employees! When using something like Trakstar Perform (formerly Reviewsnap), employees get email reminders and, if you use an integration with something like Slack or Teams, a notification that reviews are due. This helps keep them accountable and on track, making for better self-performance reviews.

You Need Actual Data

Performance review data has become increasingly important in HR departments. It helps companies understand how their employees are performing and identify areas of improvement. By collecting performance review data, companies can track employee retention metrics, analyze trends, and make more informed decisions about their workforce.

Data collected from performance reviews can also be used to develop better recruitment, training, and retention strategies. Companies can use this data to gain insight into employee performance and identify potential areas for improvement. With the help of data analytics, companies can also measure the effectiveness of their existing HR processes and make necessary changes accordingly.