The HR Forum

Is the end nigh for performance reviews?

Posted by Sarah Loates on August 14, 2015 at 9:11am in Performance Management

Hi all

I read this and thought I would post especially for those Level 3 learners undertaking the Performance and Reward Management module at the moment - very current.

One of the world's biggest companies is scrapping annual performance reviews:

http://www.independent.co.uk/news/business/news/accenture-one-of-worlds-biggest-companies-to-scrap-annual-performance-reviews-10421296.html?utm_content=bufferabfaa&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer

What are your views on this? is this something your organisation is currently considering? It would be great to hear!

Regards

Sarah

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Replies

S Tatt August 16, 2015 at 2:39pm

I think that the process can often be cumbersome, bureaucratic and dreaded by all and I wouldn't hesitate to agree that it could be replaced by something more flexible, timely, and responsive. My only concern is that in reality this may disadvantage some employees who work in an organisation which isn't on the ball with management training, communication or employee development.

Sadly as I say this I'm thinking of an example of a workplace where someone close to me works. There is an appraisal system in place but the team my friend is in have not had a 1-2-1, let alone an appraisal, with their line manager for a year or two. It's a company that has expanded with the growth of new technology and their HR and management skills have not had any focus as the company grew. I'm sure this isn't an isolated case.

Accenture is actively doing away with performance reviews; what about those organisations which don't even adhere to the processes they already have in place? :(
Nadine Pilgrim August 15, 2015 at 10:40pm

Ultimately if the results and benefits cannot be evidenced; then I can see why they would do away with structured annual performance reviews. Interesting suggestion of the focus for other ways of giving feedback, by managers working with employees, coaching and interacting in the moment it feels relevant, direct and impactful. Do cumbersome, structured performance reviews distract from the day-to-day on the job coaching and learning. I think it can be easy for employees and managers to be disengaged and bored with a process if they see it as a chore and simply form filling.
- Sarah Loates > Nadine Pilgrim August 16, 2015 at 10:53am
  
  Hi Nadine
  
  Yes I think you are absolutely right and that was my experience in my previous role. In addition we always ended up doing a forced distribution of the performance ratings which to me seemed to undermine the entire process. A lot of time and effort was spent by the HR function persuading managers to give realistic ratings.
  
  Kind regards
  
  Sarah