Clear Review has joined Advanced - Discover our full suite of powerful and innovative people management solutions

Find out more
Back to blog

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

Want to see how Clear Review can help you?
Book a demo!