We’ve passed the first month in 2019, and now the second week in the Year of the Pig. For some it’s still holiday season, for others there’s still the hangover from performance reviews. In the first quarter of the year, many of my clients grind through the annual review process, a time filled with trepidation and suspense.
Rather than a forward-looking development conversation, it’s usually a perfunctory check-the-box exercise. Sadly, 76% of employees never feel they’re heard. No wonder Gallup’s annual employee survey shows that an average of 53% of an organization’s employees are not actively engaged at work. When employees loath reviews, why bother with such a time draining, costly process, a well intentioned idea past its prime.
The performance review dynamic should be a conversation, not filling a form. This week, Joyce, the head of talent, for a global food company, shared her experience with me on her organization’s carrot and stick approach to reviews. They mandated everyone complete a performance review by Friday, January 25th. No small feat, besides the Asia Pacific headquarters, Joyce had to ensure China, Japan, Indonesia, Malaysia, and India followed suit, roughly 2,500 employees. A missed deadline would impact individual rankings and bonuses. Excuses were not tolerated.
As her firm welcomed the Year of the Pig with high energy, a Lion Dance, oranges and hong-bao, Joyce wandered the hallways, asking about the review sessions. Just about everyone responded with, “What review?”
