To Review or Not to Review: That is the Question



Opposing Views on Reviews

Opposing Views on Reviews

As the debate rages on about whether Performance Reviews are worthwhile, and experiments abound with alternative methods, the data suggests Performance Reviews are still the way to go, if done right.

A snap survey was recently conducted by Argosight of their HR community regarding Employee Engagement. Of the approximately 220 HR professionals who responded to the survey, 92% said Employee Engagement is a priority for their company this year. The top three actions being taken to address Employee Engagement are: Training and Coaching, Feedback Surveys and Performance Reviews. Notice any correlation here?

I would submit that Performance Reviews do have value if they are constructed correctly. For example, what if the Review was not about poorly defined or, perhaps, irrelevant topics like dependability, cooperation, attitude and growth, but instead was more granular and actually relevant to either a specific job or company culture? What if the Review results led to actionable eLearning and Coaching steps, rather than simply collecting information? What if there was room to collect Feedback about how the organization or manager could contribute to the employee’s growth? Novel idea, huh?

There are probably still some folks who wonder why there is such a hub bub about Employee Engagement, as well as why any time or effort should be spent improving those numbers. Beyond the documented results about company performance gathered by Gallup, the interest continues for some other important reasons. In the same Argosight snap survey, the goals of those embarking on Employee Engagement efforts were not only to improve engagement, but also to: Improve Company Culture, Improve Employee Performance and Improve Retention.

70% of this group believe improving company culture is the most important goal. Since company culture is core to company brand and employee life, building a strong and supportive culture is key to attracting the necessary talent to support business growth.

There are signs that efforts around Employee Engagement are shifting to accommodate the competitive labor market and the changing trends in human capital. An example can be seen in the rising interest and focus on training and development.

Transform your Employee Engagement efforts and Performance Reviews at the same time, and get ahead of the curve. Choose a solution that combines the top three actions identified to improve Employee Engagement. Choose Talent Snapshot®.

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Jackie Messersmith is President and CEO of Talent Management LLC. Talent Management provides consulting services to small to mid-size businesses to put a top performing culture and talent strategy in place, and is the developer of Talent Snapshot®, an integrated, competency based, online talent management solutions. Jackie can be reached at 513-528-9700 or jackie@talentmanagementllc.com.