Over the past 28 years, I have had to write many and receive a performance review. I have heard from many folks inside the company (and some experts outside) that performance reviews do more harm than good. I don’t have much experience of “no” performance review. When going up and going to school – we always got report cards! College was no different – report card. Some job applications still want to know what your GPA was from those days. When I went into the military – I got reviewed every year. As an officer, I had to write and deliver those reviews for my people. Go off to work in Corporate America, Intel, and performance appraisals were in place. I have never not had a review of one form or another… Maybe my opinion is bias, maybe it is just all that I know. I believe that the performance review is a necessary tool for any manager.
- Provides a documented assessment of the overall performance that the individual has performed over the past 12 months.
- Backs up the overall normal performance management that you as a manager should be doing throughout the year.
- Gives feedback on overall performance relative to their peers (at least everyone that I have been associated with – have). That was the most meaningful piece of feedback to me. I had some understanding of how well (or not) I was doing within the team, but this feedback helped me with an outside set of eyes.
- Helped build on my strengths.. Let me focus on the areas that need to improve on – that we important to my job.
Maybe it was me, maybe it is my competitive spirit or maybe I have to “see” how well I am doing! I ran across a this study – This paper examines the impact of performance reviews on productivity, and finds that feedback delivered on a regular basis, whether positive or negative, tends to result in improved performance. On a short-term basis, though, the impact varies, sometimes in ways that are counter-intuitive: Positive reviews, for example, do little to boost productivity, and negative reviews that are somewhat vague and indirect cause performance to fall off, but reviews that are directly negative cause productivity to leap. The research offers guidance to managers concerning the pitfalls and potential benefits in framing their messages in reviews, and suggests there is a need to provide feedback on a frequent basis.
For me, I still believe that performance reviews are necessary.. If done right are a powerful tool in your manager toolbox. What say you?