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Employee Engagement & Company Culture | TINYpulse | Topic: Performance Management (4)

Performance Reviews: Hated by Managers and Employees Alike

Dreading the annual performance review is one of the stereotypical images of life in the workplace. But is it really as bad as the clichés indicate? Would the workplace be happier if we abolished the review altogether, or is there something in it worth saving?

The Benefits of 360-Degree Performance Reviews

Companies increasingly understand the limitations of the traditional annual performance review. Generally speaking, such reviews involve one boss assessing their employees’ progress over the last 12 months — which, depending on how hands-on that manager is, usually doesn’t provide a complete picture of a year’s worth of work.

Should Compensation be Tied to Performance Reviews?

For decades, many organizations have approached compensation adjustments in pretty much the same way. At the end of the year, an employee’s work contributions and their personal development are assessed. If their superiors feel that they made sufficient progress over the year, the employee gets a commensurate bump in pay. If not, their salary stays the same.

How to Align Individual and Company Goals in Performance Reviews

Goals provide direction. Deliberate goals are a powerful tool that is essential to an organization’s success. As part of your performance management process, make sure to align individual goals with the company’s goals. It ensures that an individual’s or team’s work — big or small — is impacting the business.

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