Why Employees Hate Performance Reviews and How Managers Can Fix It (Infographic)

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Performance reviews are no longer exciting or productive. A recent study even proved our brains are literally dulled during a performance review. When a person’s status is threatened in a situation like a performance review, their creativity shrinks. The format of these reviews is counterproductive and dreaded.

Unfortunately, this system is flawed–but not beyond repair.

According to the infographic below, “feeling under-appreciated is the No. 1 reason employees quit their jobs.” A formal criticism of an employee’s performance can be a large contributor to job dissatisfaction. But, performance reviews don’t need to be abolished; they simply need to be rethought. Here’s how you can start:

  • Ever heard the phrase, “it’s not what you said, but how you said it”? Make the criticism about the issue instead of about the person your reviewing. Negativity sticks, so avoid scarring finger-pointing. With this tip, you can address the problem at hand constructively as opposed to critically.
  • Be aware of the “unconscious bias” that causes unfair workplace judgement. Studies have shown that racial, personality, and gender biases exist from the hiring stage on. Hiring managers are more likely to hire people that are like them, and are more likely to rate these people well during a review. There are two solutions to this: 1) Make daily efforts to be more aware as a manager of positively and negatively skewed biases. 2) Make reviews more diverse by having multiple people with multiple perspectives give feedback and receive questions from the employee.

Read more: How Unconscious Bias Drives Gender Equality in the Workplace

  • Most employees and managers hate performance reviews. Many even cite it at the top of their list of most dreaded work activities. If you despise performance reviews as a manager, can you guess how the person you’re reviewing feels? Follow your gut. Why do you hate this review? Every reason you list should be reformatted into a more comfortable and effective tactic. If there is nothing to communicate during the review, don’t forget to praise the employee and ask how the employee can be better challenged in their role. These are also fundamental components of making sure successful employees get the support they need to stay at their current jobs.

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infographic provided by findmyshift.com

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