SmartPulse — our weekly reader poll in Smartbrief on Workforce — tracks feedback from leading managers and HR practitioners. We run the poll question each Wednesday in our e-newsletter. Last week, we asked: How often do you perform formal employee-performance reviews?
- Annually at the same time for every employee, 57%
- Annually based on the date of hire, 21%
- We do formal reviews more frequently than annual, 13%
- We don’t do them at all, 6%
- We do formal reviews less frequently than annual, 4%
The majority of you report performing formal reviews annually in one fell swoop. That’s certainly easier if you are tying the reviews to budget season, and handing out raises according to the results. But is this really the best way to motivate workers to do their best? In my experience, more frequent reviews — with an eye on meeting both short and long term goals — lead to greater competence and engagement.
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My current employer rarely does annual reviews on time and never in person. My last review was accomplished by my filling out a form about my performance and sending it to my mostly-absent manager. He never even replied, other than acknowledging my e-mail.
I rarely see this manager, as he is off site. The manager I actually report to works for another company entirely. She has no input into my performance evaluation, even though I work with her on a daily basis. How this is supposed to motivate anyone is beyond me.