View from the Bridge: 5 reasons to ditch performance reviews

April 30th, 2017

A WORD FROM THE TOP

Earlier this week I attended a great event hosted by Antonio Zivanovic of The Reframe Group at the ACL offices in Vancouver. The panel, consisting of senior HR leaders from SAP, ACL and Kaboom, talked about current HR trends and best practices. One area that got a lot of attention was the annual performance review. The big question was… is it still a valid best practice? The answer was a resounding “no”!!!
This was no surprise to me, we consistently work with clients who are looking for innovative ways to motivate and develop their people and a once a year review just doesn’t cut it anymore. Below is a great article from Forbes online that provides some insights into why an annual review is no longer effective in managing your staff and your business. We often get asked what is the alternative to an annual review and the answer quite simply is developing a culture of continuous performance management and feedback.Warm regards,

 

Sandra Reder

President & Founder
Vertical Bridge Corporate Consulting

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5 REASONS TO DITCH PERFORMANCE REVIEWS IN 2017

 
If you’re a manager or you’re in HR or both, you probably don’t have time to read an article warning against end-of-the-year performance reviews. You’re too busy doing them. So here’s a suggestion. Read this, mull it over, and add it to next year’s to-don’t list. That way you may be one of the lucky people who gets to say, I told you so.
1. They’re Not Written In Stone
We still tend to look at performance reviews as part of the necessary scaffolding that supports HR. But being debated is part of their history. They were first used by the U.S. Army in WWI to weed out the chaff; they helped target high achievers as well in WWII. Adapted to fit the postwar workplace, the appraisal system was already part of work culture for many veterans.
By the 1960s it was clear we ought to measure growth as well as accountability. As organizations began flattening out, managers found themselves overburdened, and some companies decided it wasn’t worth the hassle. The first big firm to drop them was Kelly Services, back in 2011, then came Adobe, and so on. In work years, 2011 is a small eon ago. We’re overdue for a change.

THIS IS HOW NOT TO

 

This is how NOT to conduct a performance review: Conan O’Brien demonstrates the wrong way (note the bar stool! Haha).

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WHAT OUR CLIENTS SAY

 

It was a pleasure to work with Lauriein the development of our Employee Handbook. Her suggestions and timely turn around resulted in a professional and user friendly document for our company. Laurie took the time to listen to our needs, research options, and to ensure the information was accurate and complete. Laurie’s HR experience and openness made the project all the more enjoyable.”

 

Chantelle Tisshaw
Office Manager
Great Northern Engineering Consultants
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ABOUT VERTICAL BRIDGE

 

We provide outsourced HR solutions for your business enabling you to attract, optimize and retain top talent. Visit us atwww.verticalbridge.ca

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