The best performance reviews allow managers and human resource professionals to communicate through the sharing of ideas, opinions and information.
There are several problems with traditional performance reviews. In traditional performance reviews, managers often tell the employee how they measure up and assume that they both perceive the employee’s job the same way. This assumption may lead to miscommunication of job duties and how it relates to good performance. While traditional performance reviews are usually effective at separating excellent employees and very poor employees, these types of reviews don’t differentiate well among the vast middle ground. For a more balanced and complete view of an employee’s performance, alternative methods provide a more balanced approach.
Learning Objectives
- Review alternatives to traditional performance reviews.
- Identify types of employees who benefit from alternative performance reviews.
- Learn how to get buy-in from decision makers.
- Determine how to transition to the alternative performance review.
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