We use cookies to improve your experience on this website. Read More Allow Cookies
Are appraisals still necessary in the modern workplace?

Are appraisals still necessary in the modern workplace?

  • Tuesday 04 December 2018

“45% of HR leaders do not think annual performance reviews are an accurate appraisal for employee’s work.” Southwestern Illinois College.

Whether you are an annual appraisal partisan or not a big fan of it, you would agree that performance review, no matter how it is delivered, is essential.

A vast majority of appraisals are not properly conducted, the people involved (on both sides) are not convinced that anything will change by being part of the process, that is why appraisals are strongly discussed in the modern workplace.

On top of that “44% of employees don’t think their boss is honest during the process” (OfficeVibe) which makes the process even less significant.

Appraisals can be very painful to implement and to organise between all parties concerned. They have proven themselves to be anxiety-inducing and they often demoralise employees. But not only do employees dislike appraisals, “second only to firing an employee, managers rate performance appraisals as the task they dislike most” (Financial Post).

Why a system in place for years, seems now so old-fashioned? They are too formal. A more regular conversation would have a greater impact on employees and they would feel they are valued.

Below are a couple of reasons why performance reviews should be more regular and less formal:

  1. Appraisals are limited

Important feedback needs to be provided on a regular basis and not only once a year. Employees do not care about how they did perform 6 months ago, they want and need to have feedback on what they are doing right now. How can an employee or a manager remember for one hour the work done for a year anyway? “To be effective and yield results for your business, performance management must be a year-round process with no end” (Teala Wilson, Talent Management Consultant).

  1. Telling people what they’ve done wrong for a year is difficult

During appraisals, there is no escape. People end up being face to face waiting for someone to tell them what they think of them and what they have done wrong for the past year. This can be very embarrassing.

  1. Losing track of goals

How could you keep track or even remember a goal that has been agreed a year ago? These are often forgotten or become meaningless. As the business evolves, so should goals. People also change, improve and learn while goals remain the same for a year. To remain relevant and useful, goals always need to be reviewed and up-to-date. 

  1. Missed opportunities to communicate

Appraisals being too formal or at least seen as being the ONE opportunity to tell what you think of an employee’s work or how the employee feels within the business, it often leads to unsaid things to make sure everything goes alright during the discussion and that they would be no consequences. Annual performance reviews fail to reflect how employees really feel about their work and own performance.

  1. Why a need for annual reviews in the first place?

People don’t understand the point of conducting annual reviews. The Institute for Employment Studies says companies often under-communicate the aims of performance reviews and instead focus on the administrative procedure. That’s what’s causing the issue. Employees as well as managers don’t get why they should sit once a year and talk about performance when they could have done so when there is need for it.

 

My point here, is not to discredit annual performance reviews but why not do monthly catch ups, reviews, talks or whatever you wish to call them? The goal is simply to have a regular contact with your staff and build the relationship on an ongoing basis.

Allow an open and two-way communication in your business. A one-off meeting will never be enough to keep track of your employees performance as well as their engagement level.

Don't just take our word for it - here's what our users are saying

" TRIGON Hotels offers a best in class guest experience by always trying to exceed guest, team member and all stakeholder expectations 100% of the time. Using Dobiquity tools like the Mystery Shopper, Customer and Employee Survey Apps have really helped us to deliver on this commitment through the feedback and analysis they provide for us. "

" A key success factor at the Talbot Collection is that all our hotels offer a superior guest experience and to deliver that we need to stay very close to our customers. The Dobiquity Customer Feedback App is a simple, cost-effective tool that has enabled us to more easily gather and analyse customer feedback and has made a real difference to the business. "

" At Fire Restaurant we truly believe in putting our customers first, so listening to their feedback is critical for us. The Dobiquity Customer Feedback App is a really easy to use tool and the great reporting features provide us with the right level of data we need to continuously improve. "

" Here at The Fota Collection, we use Dobiquity as a valued operations improvement platform. The time and energy we have invested in the tools has already reaped rewards for our managers and customers. "

" PREM Group is delighted to be working with Dobiquity. The Dobiquity suite of apps are easy to use and the information produced is a powerful measurement tool for our performance as a customer-focused business and an employee-focused company. We look forward to putting the additional apps to use as they come on line and view the Dobiquity product as great value for money for our businesses. "

" Great ideas and practical smart solutions for busy managers. "

Aaron Mansworth - Group GM -Trigon Hotels

Aaron Mansworth

Group GM -Trigon Hotels

Sarah Caufield - Group Sales and Marketing – Talbot Collection

Sarah Caufield

Group Sales and Marketing – Talbot Collection

Sabrina Egerton - Marketing Manager - Fire Restaurant

Sabrina Egerton

Marketing Manager - Fire Restaurant

Charlie Dineen - Director of Human Resources - Fota Collection

Charlie Dineen

Director of Human Resources - Fota Collection

Sarah Marr - Group Human Resource Manager at PREM Group

Sarah Marr

Group Human Resource Manager at PREM Group

Betty Nerney - Proprietor - Tailored Solutions Training and Development

Betty Nerney

Proprietor - Tailored Solutions Training and Development

Sign up to dobiquity today

sign up

Request an Online Demo


Your Personal details

Your Company details

By ticking this box, I agree to Dobiquity's User Agreement and Privacy Policy