It ’ s that time of year again — the dreaded annual performance review . But why is the performance appraisal such a painful exercise for many managers and employees ? For one , it has never been easy to “ objectively ” assess another person ’ s work performance for an entire year , much more so to provide a concrete feedback on how to improve the weak points . On the part of the employees , the process can easily get uncomfortable — even at times disheartening — especially when one is not used to hearing constructive criticism .
In fact , research by psychologists at Kansas State University , Eastern Kentucky University and Texas A & M University found that critical feedback during performance reviews do not motivate employees to improve . Instead , it had the opposite effect .
Whether you agree with the researchers ’ findings or not , some sort of feedback is necessary in order to assess how an employee is meeting his or her goals and help determine how managers can support employees whose goals remain unmet .
Essential Tool Jeremy McCarthy , group director of spa at Mandarin Oriental Hotel Group , thinks performance appraisals are overutilized but necessary . “ I think the performance review , the way it is done in most companies , is one of the most over-utilized tools in business today . We all have a negativity bias , so both the manager and the employee tend to use this annual
“ I try to make the evaluation process a bit more positive by making it a chance for both parties to sit down , discuss mutual goals for the future and identify better ways to work together to achieve those goals . For me , it ’ s more about creating a better future than it is about correcting the mistakes of the past .”
discussion as a chance to focus on the problems that need to be fixed , which means it usually ends up being a negative interaction that can sap the morale of even the best employees ,” he says .
He stresses , however , that the things discussed during a performance review , such as reviewing strengths and weaknesses , progress on goals and steps for development , are all important . “ But ideally , these things should be discussed regularly , not once a year in a formal discussion . This is especially true if there are problems . Why wait until an annual review to rehash all of the issues of the past year ? Those things should have been addressed along the way ,” he says .
Glen Ivy Hot Springs Employee Services Manager Jane Durling completely agrees , saying that a good manager will handle situations as needed . “ Managers should always pay attention to an employee ’ s behavior and performance on a consistent basis . They should correct as needed and praise when appropriate and should not wait for the annual performance evaluation to do so ,” she says .
Spa Gregorie ’ s President
Scott Duncan says performance reviews help remind employees of the company standards . “ Reviews and regular check-ins with employees prevent the decrease of team moral and complacency and equally opens up the line of communication that helps the team relationship thrive ,” he says .
— Jeremy McCarthy , Group Director of Spa , Mandarin Oriental Hotel Group
October 2016 ■ PULSE 27