Have you ever received a performance review and wondered if the person who wrote the review even looked at the name on top of the page? Were the words measuring you by book standards, or were they really matched to your individual goals and needs? Did you interject your input into the process at all? If this is resonating with you, then you are not alone.
The next generation of workers is raised in an environment where constant feedback is not a bonus – it is a requirement. Younger employees (sometimes called trophy workers) are accustomed to a world where teamwork and continued praise are vital to their growth and development. After all, that’s what they know.
Next generation workers long to be part of the process. They want to be included in defining their own performance standards, contribute to an evaluation and shape resulting goals and objectives.
According to recent Gallup News reviews, performance management “systems” of today are not cutting it. To better understand, look at these recent Gallup polls and statistical results that include all age ranges:
- Only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work
- 30% of employees strongly agree that their manager involves them in goal setting.
- Employees whose managers involve them in goal setting are 3.6x more likely than other employees to be engaged.
- Only 21% of employees strongly agree they have performance metrics that are within their control.
As the pace of change increases in organizations, we still struggle to find the time to provide evaluations, include the individual being evaluated and develop mutually agree to objectives for moving forward.
If we continue to use the methods of yesterday, then we shouldn’t expect productive outcomes when the workforce is asking for changes that include them.
Experienced workers recall times when an annual or even quarterly evaluation a mandatory part of the job and generally proceeded a raise. It was rare for the “evaluator” to ask questions of the employee prior to completing their evaluation.
Today, under the pressures of working faster, smarter and with less, employees are demanding a better process – one that includes them. Think possible outcomes if the process of feedback is more frequent and focused on incorporating another’s perspective.