Stay informed and ready to meet both everyday challenges and long-term planning and policy-making goals, with focused news, practical information, and strategic insights on all HR-related developments.
Nov. 4 — Performance reviews are rarely or never “open, honest and meaningful,” according to a majority (58 percent) of U.S. and Canadian executives, managers and employees.
This finding should worry employers because more than one-third of the degree of employees' enthusiasm about recommending their organization has to do with how well they think their performance appraisals are handled, Atlanta-based consulting firm LeadershipIQ, which conducted the survey from January to March among some 32,410 respondents, said in an Oct. 21 press release.
One major way to fix performance reviews, LeadershipIQ added, is to avoid stock phrases when talking to employees and instead ask them, “What are the moments you were most proud of this past year?”
LeadershipIQ's Lyn Adler said in an Oct. 30 e-mail to Bloomberg BNA: “When employees have trouble coming up with their proudest moments, it can signal two things. Number one, this is a low performer. Low performers are problem bringers who don't tend to see beyond the problem.”
But the second possibility is “the organization isn't teaching performance expectations well enough,” Adler said. “The problem comes from all the unclear common euphemisms, admonitions and clichés that populate the performance appraisals, codes of conduct and mission statements in far too many organizations.” For example, she said, “Leaders can't just say ‘be accountable' and expect employees to know what it means.”
Instead, Adler suggested using “word pictures” with employees undergoing a performance review. For example, she said, a range of possibilities for evaluating the employee's performance could be worded as follows: “Needs work: When new changes are implemented, I resist and push for a return to the status quo. Good work: I openly support change initiatives and I find opportunities to help complete projects more quickly and effectively. Great work: I do everything in the good work category, plus … I encourage and convince my fellow employees to support change initiatives.”
According to Adler, “Word pictures help employees learn to self-evaluate and self-correct, and give them something significant to work with when it comes to listing their proudest moments.”
To contact the reporter on this story: Martin Berman-Gorvine in Washington at email@example.com
To contact the editor responsible for this story: Simon Nadel at firstname.lastname@example.org
All Bloomberg BNA treatises are available on standing order, which ensures you will always receive the most current edition of the book or supplement of the title you have ordered from Bloomberg BNA’s book division. As soon as a new supplement or edition is published (usually annually) for a title you’ve previously purchased and requested to be placed on standing order, we’ll ship it to you to review for 30 days without any obligation. During this period, you can either (a) honor the invoice and receive a 5% discount (in addition to any other discounts you may qualify for) off the then-current price of the update, plus shipping and handling or (b) return the book(s), in which case, your invoice will be cancelled upon receipt of the book(s). Call us for a prepaid UPS label for your return. It’s as simple and easy as that. Most importantly, standing orders mean you will never have to worry about the timeliness of the information you’re relying on. And, you may discontinue standing orders at any time by contacting us at 1.800.960.1220 or by sending an email to email@example.com.
Put me on standing order at a 5% discount off list price of all future updates, in addition to any other discounts I may quality for. (Returnable within 30 days.)
Notify me when updates are available (No standing order will be created).
This Bloomberg BNA report is available on standing order, which ensures you will all receive the latest edition. This report is updated annually and we will send you the latest edition once it has been published. By signing up for standing order you will never have to worry about the timeliness of the information you need. And, you may discontinue standing orders at any time by contacting us at 1.800.372.1033, option 5, or by sending us an email to firstname.lastname@example.org.
Put me on standing order
Notify me when new releases are available (no standing order will be created)