- My Forums
- Tiger Rant
- LSU Recruiting
- SEC Rant
- Saints Talk
- Pelicans Talk
- More Sports Board
- Fantasy Sports
- Golf Board
- Soccer Board
- O-T Lounge
- Tech Board
- Home/Garden Board
- Outdoor Board
- Health/Fitness Board
- Movie/TV Board
- Book Board
- Music Board
- Political Talk
- Money Talk
- Fark Board
- Gaming Board
- Travel Board
- Food/Drink Board
- Ticket Exchange
- TD Help Board
Customize My Forums- View All Forums
- Show Left Links
- Topic Sort Options
- Trending Topics
- Recent Topics
- Active Topics
Started By
Message
Are quarterly employee performance reviews effective where you work?
Posted on 8/5/24 at 9:33 am
Posted on 8/5/24 at 9:33 am
I swear in all the years of working - essentially at 4 companies over 25 years, this whole process has been more of a drag than anything.
Half the time there are organizational changes, and the process is scrapped or changed. The other half, the goals are pointless given the pace of business and changes that occur.
The process is too formal and doesn't match current conditions. For most people, the goals can pretty much be "handle all the shite thrown my way," and the manager should be able to measure that based on output and reality, and not measured by some stupid fricking goal written 3 months prior just to check a box.
There has to be a better way? Would love to hear what works for any of you out there.
Half the time there are organizational changes, and the process is scrapped or changed. The other half, the goals are pointless given the pace of business and changes that occur.
The process is too formal and doesn't match current conditions. For most people, the goals can pretty much be "handle all the shite thrown my way," and the manager should be able to measure that based on output and reality, and not measured by some stupid fricking goal written 3 months prior just to check a box.
There has to be a better way? Would love to hear what works for any of you out there.
29
Posted on 8/5/24 at 9:35 am to concrete_tiger
Once a quarter seems excessive
Posted on 8/5/24 at 9:35 am to concrete_tiger
no
Posted on 8/5/24 at 9:35 am to concrete_tiger
quote:
There has to be a better way?
Once a year is the more standard process in corporations. And even those seem dumb where it is set up on a bell curve where 85% of the team is required to get a "Meets"
This post was edited on 8/5/24 at 9:38 am
Posted on 8/5/24 at 9:38 am to GetCocky11
quote:
And even those seem dumb where it is set up on a bell curve where 85% of the team is required to get a "Meets"
Agreed. It's hard to get anyone a higher rating, and if you have a group where nobody is a failure, everybody gets the same thing. Corporate communism is a morale killer.
Posted on 8/5/24 at 9:39 am to concrete_tiger
My company is quite disfunctional. We used to do these annually, then stopped.
My manager had me fill mine out and he signed it.
My manager had me fill mine out and he signed it.
This post was edited on 8/5/24 at 9:40 am
Posted on 8/5/24 at 9:39 am to concrete_tiger
No. They are worthless. Even annual evaluations are worthless.
Any good manager is going to be relatively frequent communication with their team concerning performance and goals. Its unnecessary.
I just assume its an HR metric thing.
Any good manager is going to be relatively frequent communication with their team concerning performance and goals. Its unnecessary.
I just assume its an HR metric thing.
Posted on 8/5/24 at 9:40 am to YouKnowImRight
quote:
It's hard to get anyone a higher rating
On the other end, for the 1 or 2 people who do get the lowest rating, it is basically the first step to getting fired.
Posted on 8/5/24 at 9:40 am to concrete_tiger
I'd totally complete them if you're the manager. Well, make your sups grind on it. Documentation is totally different now than what it was in 2004 or 2014.
Posted on 8/5/24 at 9:40 am to concrete_tiger
We have them twice a year now after having them quarterly and still nobody takes it seriously. Its a massive PITA to fill out the same things over and over again when you know that nobody is actually looking at it.
Posted on 8/5/24 at 9:43 am to concrete_tiger
Ours is once a year and it's pretty worthless.
Posted on 8/5/24 at 9:44 am to YouKnowImRight
quote:
Corporate communism is a morale killer.
I've specialized working at companies making leaps from "small" to "mid" to "large," and helping to manage that growth. I can safely say that at every stop, HR has been one of the biggest obstacles in the way.
New HR team comes in and changes the name from HR to something else stupid, like "People Operations," and starts to break down the company culture that drove company success. Then people jump ship because what used to be a fun, exciting place to work becomes like a Dilbert comic.
Excuse me, Tom. Yeah. You didn't file for PTO the other day before taking the day off. My wife went to the hospital. Yeah, well, you didn't notify the office of people management.
Bob. We noticed you weren't on camera the other day for a meeting. My camera wasn't working. Yeah, you didn't notify IT or fill out the form on the HR hub to get EVP approval for being off-camera.
Posted on 8/5/24 at 9:45 am to concrete_tiger
We have one midpoint "review" and one annual scoring.
The midpoint seems excessive IMO
The midpoint seems excessive IMO
Posted on 8/5/24 at 9:46 am to pankReb
quote:
Ours is once a year and it's pretty worthless.
Same here. generally works out to a waste of 3 minutes.
Posted on 8/5/24 at 9:47 am to Salmon
quote:
Salmon
No. They are worthless. Even annual evaluations are worthless.
Any good manager is going to be relatively frequent communication with their team concerning performance and goals. Its unnecessary.
I think the risk is that if it isn't forced (by "regularity"), they don't happen.
We do them twice a year, and I've grown to appreciate them. It helps me to set goals, and it helps me to stay aligned with my manager. But our company expects these to contribute to our development and treats them that way.
Performance reviews are definitely the world of "garbage in, garbage out", though. That's for sure.
Posted on 8/5/24 at 9:47 am to concrete_tiger
They’re moreso intended to get in writing in an official way an employee’s bad performance and lack of improvement from the previous review so they can have grounds to terminate. If you’re not put on any kind of official improvement plan, you’re probably good. Also serves as official documentation that another employee is exceptional so that when they are promoted or given a raise later, other employees can’t successfully take legal action.
This post was edited on 8/5/24 at 2:31 pm
Posted on 8/5/24 at 9:48 am to concrete_tiger
quote:
Are quarterly employee performance reviews effective where you work?
My company has a performance review once a year. I drag arse for the first 3 quarters then go above and beyond that last quarter so it's fresh in my boss' head when it comes time for raises.
Posted on 8/5/24 at 9:49 am to tigerfoot
quote:
Once a quarter seems excessive
For real...that's dumb as hell. You should get a performance review for your performance on your performance reviews if you are doing them that often.
Posted on 8/5/24 at 9:50 am to dakarx
quote:
Same here. generally works out to a waste of 3 minutes.
Two of the questions standard every year for the Self-review to be discussed.
*Discuss how you contributed to the company
*Discuss future goals
Posted on 8/5/24 at 9:50 am to concrete_tiger
I've only had them once per year
Page 1 of 3
Popular
Back to top
Follow TigerDroppings for LSU Football News