The annual employee performance evaluation process is a normal occurrence in the business world. Annual reviews offer organizations a chance to ensure that management and employees are aligned with business goals. Employees can also learn about issues that should be addressed as well as ways to improve.
In recent years, more and more companies are reevaluating the annual employee review process. While it is agreed that organizations and employees can greatly benefit from annual reviews, sometimes managers and employees approach the process grudgingly, which can ultimately impact the review’s overall effectiveness. Many experts also feel that a year is too long to wait in between reviews and companies are missing out on the opportunity to provide employees with more regular feedback that could immediately have a positive impact on performance. A recent Deloitte survey showed that 89 percent of respondents had changed or planned to change the evaluation process within the next 18 months.
If The Traditional Evaluation Process Isn’t Your Thing, Don’t Worry.
Many organizations are considering moving away from the traditional evaluation process to a more continuous feedback review process. For example, managers could schedule regular review sessions with employees throughout the year, allowing more one-on-one time to evaluate progress and address any issues that arise. Review sessions could be scheduled around a project or interaction with particular clients.
Some companies, like Google, have taken this a step further and utilize open peer reviews when projects are completed. During this process, feedback is given by people other than the direct manager. This type of review process can offer fresh and more accurate information based on specific work examples. If continuous feedback is the route your company decides to go, it would be important to put in place a system to make sure that all the areas of a more traditional performance review are covered with this less formal, but more frequent feedback system or several very important areas could be missed.
Regardless of what format you use to provide employee performance feedback, what is important is that you do provide it. Performance reviews are one of the many supporting documents that are used in the event an employee files a claim alleging wrongful termination. Documenting employee performance on a regular basis is one of the best things an employer can do to protect themselves from these types of suits.
How Optimum Employer Solutions Can Help With Your Performance Evaluation Process
The human resources department can play a major role in helping managers define and create a new employee review process. However, smaller companies rarely have the resources to turn to. The experts at Optimum Employer Solutions can offer you the aid of a large human resources department. Along with offering payroll services and benefits, Optimum can also help you revamp your performance evaluation process so you get the most out of it. We can offer tips for developing a “feedback-rich” work culture as well as enable managers to assess performance regularly and train managers on hiring the best candidates.
With Optimum, you can focus on growing your business rather than how to develop a performance management system. Let our team take care of the human resource issues you do not have the time or skills to complete so your business can be the best it can be. For a further look into the services we offer, visit http://optimumhr.net/services/