Insights on Performance Reviews: Week of November 25, 2019
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I’ve been researching the performance review process and talking to customers about what they like and don’t like about the process. Here are the key insights from the week of November 25, 2019:
M is a mid-career individual contributor at a leading health care consulting firm. At her current company, performance reviews are more clear and precise than previous companies. She attributes it to a few factors:
Corporate values at her company are very clear. It creates a consistent way for which all employees are evaluated.
They do 360 reviews, and employees have the choice to make them or anonymous or not. She feels that her company’s general emphasis on “transparency” leads to more people choosing not anonymous. Employees find it safe to give feedback to one another.
C Merritt is the CEO of a small six-person startup. They’re too small to have a formalized performance review process. We did have an interesting discussion. He mentioned that he’s adjusted his management routine. Previously, he would give feedback quickly. Now, he’s giving feedback more slowly, preferring to observe whether it’s a repeated occurrence before providing feedback. It gave me the inspiration that managers could use an “employee behavior” (private) logging tool to keep track of when certain behaviors happened. C liked the idea and was particularly excited to log these behaviors within a Slack tool (via a Slack bot).
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