As an HR professional, you’ve probably heard what the critics have to say: Performance reviews are subject to bias, have unclear objectives, and risk making feedback a yearly event rather than a continuous check into organizational culture.
And yet, performance reviews can be a source of key company data. When structured thoughtfully, they influence business development and net profits, give employees a chance to share and receive valuable feedback, and improve job satisfaction and turnover rates — all of which impact your company’s bottom line.
So how do you ensure performance reviews are effective and impactful, both for your employees and your business? How can you create a review process with clear objectives and less bias, built on a foundation of continuous feedback? And how do you do all of that while still maximizing participation rate and making the process as unintimidating as possible?