![\"Employee](\"https:\/\/ascentblog.org\/wp-content\/uploads\/2019\/02\/performance-evaluation-.jpeg\")
<\/figure><\/div>\n\n\n\nMany\nHR professionals view annual performance reviews as a necessary if unpleasant\nchore. Completing them requires a lot of time, and because of their\ninfrequency, goals are often out of date or irrelevant by the time another year\nhas passed. In short, they aren\u2019t always an accurate reflection of an\nemployee\u2019s contributions to the organization. <\/p>\n\n\n\n
New\ncommunication technologies present opportunities for businesses to rethink\ntheir performance review models. It is now possible to exchange real-time\nfeedback, with an emphasis on those tasks and goals that are meaningful at that\nparticular moment. Instant access to this information results in improved\ncollaboration between employees, more creative problem-solving, and fewer\nbiases. Additionally, when employee satisfaction is tracked on a continuous\nbasis rather than annually \u2013 as is the case with many companies \u2013 engagement\nand retention rates improve. It\u2019s easier to address challenges and implement\nchanges that correct problems immediately, rather than let them continue\nwithout resolution for months at a time (or longer). Employees who require new\nskills have an opportunity to receive the necessary training when it\u2019s most\nrelevant. Sounds pretty good, right? <\/p>\n\n\n\n
There\nare downsides to the continuous feedback model. The sheer amount of data\navailable can be overwhelming. Feedback is available from so many sources \u2013\nsoftware, mobile apps, email, in-person, etc. \u2013 sifting through it all and\ndeciding what is most important may prove challenging. Too much information\nwith too little detail is counterproductive to your long-term goals. How to\nensure your new continuous feedback system is providing optimal efficiency,\nthen? The following tips will help you build a system that works:<\/p>\n\n\n\n
- Create a single feedback dashboard that enables you to enter,\nsearch, sort, and review the feedback you want to see most. <\/li>
- Categorize feedback by type (performance objectives, peer\nrecognition, skills acquisition, etc.) and link it to both individual and\ncompany goals. <\/li>
- Encourage employees (and managers) to use the system regularly,\nstressing the importance of timely responses. <\/li>
- Make the system simple and easy to use. Provide company-wide\ntraining and make it available from multiple devices to encourage easy access.\nThe more convenient it is, the more likely your staff is to \u201cbuy in.\u201d<\/li><\/ul>\n\n\n\n
Making\nthe switch from annual to daily conversations requires a change in thinking,\nbut doing so will lead to improved productivity, satisfaction, and retention \u2013\nall good things for both you and your organization. <\/p>\n","protected":false},"excerpt":{"rendered":"
Performance reviews are a necessity in the workplace, but employers are making a shift away from annual reviews toward a continuous feedback model. Adopting one for your practice is beneficial in several ways, though there are some drawbacks, as well. Pros and Cons of Continuous Feedback Models Many HR professionals view annual performance reviews as…<\/p>\n","protected":false},"author":3,"featured_media":1474,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"schema":"","placeID":"","no_match":false,"name":"","company":"","review":"","address":"","city":"","state":"","zip":"","lat":"","lng":"","phone1":"","phone2":"","fax":"","mon1":"","mon2":"","tue1":"","tue2":"","wed1":"","wed2":"","thu1":"","thu2":"","fri1":"","fri2":"","sat1":"","sat2":"","sun1":"","sun2":"","hours-note":"","footnotes":""},"categories":[5],"tags":[],"class_list":["post-1473","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources"],"yoast_head":"\n
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