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How can ditching annual appraisals improve staff satisfaction?

Ditching annual appraisals blog

Many organ­i­sa­tions know that staff sat­is­fac­tion should be at the top of their pri­or­i­ty list right now, and whilst there are many things employ­ers can do to make work life bet­ter for staff, there may be a big one they’re not think­ing about. 

For many years now organ­i­sa­tions across the world have been using the same out dat­ed method to track employ­ee per­for­mance, the annu­al appraisal. Not only is the annu­al appraisal an inac­cu­rate way of mea­sur­ing per­for­mance, due to recen­cy bias, but it’s also dread­ed by many employ­ees and managers. 

A few weeks before the appraisal meet­ing employ­ees start pan­ick­ing, try­ing to root out their objec­tives that they wrote down a year ago, ask­ing peo­ple for feed­back on their work, and writ­ing down a long list of sub­jects they want to cov­er in this already busy meeting. 

And man­agers know they need to try to rate their teams per­for­mance based on one meet­ing, and amongst this they will most like­ly be swamped with requests for pro­mo­tions and pay rises.

An arti­cle in the Har­vard Busi­ness Review also shows us that employ­ees don’t feel that the ques­tions asked in these reviews are always rel­e­vant to their roles, and they feel that the eval­u­a­tion process is unfair, and sim­ply com­pares their per­for­mance to where oth­ers are in the organ­i­sa­tion, rather than mon­i­tor­ing their own per­son­al progress across the year. 

So what is the alter­na­tive? We sug­gest intro­duc­ing an online per­for­mance man­age­ment sys­tem!

Clear Review allows for reg­u­lar mean­ing­ful catch ups around per­for­mance through­out the year, rather than try­ing to cram every­thing into one end of year review. It allows for the set­ting of short term goals to be set and viewed by both man­agers and employ­ees, and progress against these goals to be tracked reg­u­lar­ly. You can also enable feed­back between employ­ees to be giv­en and received in real time, and stored on the plat­form for man­agers to view. 

Because this infor­ma­tion is all stored, man­agers have a full overview of their team mem­bers’ per­for­mance through­out the year, mean­ing they already have every­thing they need to do their employ­ees end of year review with­out the need for anoth­er meeting.

Man­agers can view this infor­ma­tion eas­i­ly on Clear Review, show­ing them a com­plete look at an employee’s progress through­out the year, then they can use the Per­for­mance Snap­shot to car­ry out the end of year review. 

The Per­for­mance Snap­shot pos­es a small num­ber of high­ly tar­get­ed ques­tions to iden­ti­fy key employ­ee met­rics around per­for­mance, top tal­ent, pro­mo­tion readi­ness or suc­ces­sion plan­ning. Our Per­for­mance Snap­shot func­tion­al­i­ty enables employ­ee per­for­mance to be mea­sured and assessed based on infor­ma­tion which the tech­nol­o­gy serves up at the key moment.

By con­duct­ing reviews this way employ­ees are like­ly to be hap­pi­er, because they are being reviewed fair­ly based on their per­for­mance through­out the year, and they don’t need to go through the stress of an end of year appraisal. And Man­agers are hap­pi­er because they have all the infor­ma­tion they need on an easy to use plat­form, elim­i­nat­ing the need for them to com­plete appraisal meet­ings with every mem­ber of their team. 

To find out more about how you can ditch annu­al appraisals and make per­for­mance man­age­ment eas­i­er and fair­er, book a demo, or get in touch with a mem­ber of our team: hello@​clearreview.​com

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