What Your Employees Know That Could Save Your Review Process

September 5, 2013 Darcy Jacobsen

 

Woman with a great ideaWe talk a lot around here about the merits of crowdsourcing—specifically, about what a strong solution it is for talent management and for breathing new life into the stagnant annual performance review process. So when we were tossing around ideas about a theme for this Summer’s Globoforce Workforce Mood Tracker report, someone suggested we put that assertion to the test, and ask employees themselves what they think is wrong with reviews, and how to fix them. It was sort of a no-brainer.

So that’s what we did. The survey was eye-opening, and really gave a human voice to a lot of the points we already knew about. We’ve just published the results in our report called “Empowering Employees to Improve Performance.”

Not to create any spoilers, but the big takeaway from this report is that employees want more employee participation in the process. (And that doesn’t mean self-evaluations!) They want to see more input on all levels. They want to offer more feedback themselves, and they want to see companies increase feedback frequency and broaden the net to leverage data and feedback from peers. This will move companies beyond the single point of view (and point of failure) that makes so many reviews untrustworthy in employees’ eyes.

But I’ll let you read the rest of it, yourselves. This link will take you directly to the PDF.

Also, if you haven’t seen it yet, check out our infographic of some of the interesting findings from the survey—some of which is bonus material and not in the report itself. (It’s also over on the left of the blog homepage.)

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