The performance review might not be something that employers and employees look forward to with excitement, but this type of assessment still prove to be a useful appraisal tool. Ninety-one percent of respondents thought that formal evaluations are valuable in improving job performance, according to a recent OfficeTeam survey of human resource managers.
Their confidence is perhaps testament to the investment they put into this type of measurement. Sixty percent reported that they conduct these performance review meetings once a year, while 18 percent said they conduct reviews at least two to four times a year. Only 5 percent said they never conducted this type of assessment.
OfficeTeam offers tips for making performance reviews successful such as employees asking their managers for a copy of their assessment forms to seek clarification on any points of doubt; making review meetings a two-way conversation between employer and employee, especially in the form of sharing ideas for improvement; having employees showcase their accomplishments both as a reminder to themselves as well as their supervisors; and providing follow through on goals for the sake of accountability and progress.
The survey was based on phone interviews with more than 500 HR managers at companies with 20 or more employees.
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It's not surprising that individuals who are emotionally invested in HR would see these types of evaluations as positive, regardless of whether they actually were positive factors or not. The psychological concept of cognitive dissonance suggests that people are likely to shift their own views to justify what they are asked to do behaviorally, especially when they have no way to avoid doing it without experiencing negative consequences themselves.
As an educator, I have been subjected to many such mandatory reviews. I have yet to find them to be at all helpful for me or my colleagues. (This is true of individuals who are widely viewed as doing an excellent job as well as those who are widely viewed as doing their job rather poorly.)
It is interesting that this survey did not sample a group of individuals who were being evaluated. Also, there is no specific mention of the actual benefits that were purportedly seen.
Overall, at least on the basis of what is written here, I wouldn't place much value in the conclusions of this particular survey.
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