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Are traditional performance appraisals obsolete? Recent studies by SHRM indicate a high rate of ineffectiveness, with 40% lacking yearly appraisals. The focus on short-term reviews misses the overall picture. Performance appraisals are crucial for showcasing employee contributions, improvements, shortcomings, career planning, legal documentation, and determining compensation. Embracing ongoing feedback is key, as employees seek real-time recognition, both formally and informally. This approach fosters a culture of continuous improvement and boosts morale company-wide.
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Current Situation • Study conducted by SHRM showed 90% of performance appraisals are ineffective • Study showed 40% didn’t even have yearly performance appraisal • Reviews focus on last 2-3 mo. not full 12
Why Do Performance Appraisals? • Shows employees • Contributions to organizational goals • Improvements • Shortcomings • Career plan • Legal purposes including documentation • Determines employee compensation
Ongoing Performance Feedback • Employees want to know frequently how they are doing compared to annually • Personal recognition of successes • Informal conversation • Formal, written • Public • Team/Group recognition company-wide
