The Performance Review


For workers at many companies, performance reviews aren’t what they used to be. Many major organizations, such as Microsoft, GE and the Gap have done away with traditional performance reviews and replaced them with a style that’s more fitting for millennials. In 2015, this younger generation officially became the largest in the workforce, so companies have recognized that this antiquated practice needed a major overhaul.

Despite the shift in the way performance reviews are approached, the main focus remains on open communication and providing employees with constructive feedback. When conducted properly, performance reviews are an incredibly valuable tool that can help employees learn and grow.

3 Ways Performance Reviews Are Changing

  1. They’re Conducted More Frequently

In the past, performance reviews were an annual occurrence, but many companies are moving away from this practice. It is now seen as largely inefficient to wait an entire year to let an employee know where they’re excelling and where they’re falling short. It is becoming increasingly common for performance reviews to be held several times per year, as a way to keep employees and managers on the same page.

This practice is much more effective, as managers are being tasked with leading increasingly larger teams, making it hard to keep track of each person’s accomplishments and shortfalls throughout the span of an entire year.

  1. Employees Actually Enjoy Them

Baby boomers and generation X have long viewed performance reviews as a dreaded occurrence, but millennials crave this type of feedback. These young professionals constantly want to know if their work is up to par and what they can do to improve themselves. Since they thrive on this type of feedback, it only makes sense for companies to appease them.

  1. They’re Much Less Formal

Traditional performance reviews were very intimidating. Employees typically walked into their boss’s office without really knowing what to expect. There was usually a bit of discussion on their goals and hopes for the year ahead, but the meeting was primarily scheduled to review how their boss rated their work.

These days, performance reviews are much more laid back. Managers give their employees time to talk about the direction their career is headed and help them chart their path to success. The tone of the conversation is much more relaxed, as people no longer feel so intimidated by these meetings.

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