Ineffective? | Performance management is a broken process - here's how to fix it

Performance reviews have long been a staple in the workplace, designed to provide feedback, set expectations, and evaluate employee progress.

For the most part, this process makes perfect sense. Employers need to know that their workers are developing at a reasonable pace, and delivering what they employed to deliver, and workers have the opportunity to ensure they’re receiving the training and development that they need to succeed too.

However, in recent years, the traditional performance review process has come under scrutiny for its flaws and limitations. It seems that neither party are satisfied with the method or the outcome. Many employees find these reviews to be ineffective, demotivating, and lacking in meaningful insights, and almost nine in ten HR leaders believe the process does not give accurate information, according to SHRM data.

To address these issues, organisations are exploring innovative ways to enhance the performance review experience. Again, according to SHRM, 81% of HR leaders are currently making changes to performance management.