How to Help Get Your Performance Review Process Back on Track

Photo by istockphoto
Photo by istockphoto

Performance reviews can be a source of frustration for many in the business world.

If you’re a part of the group of people bogged down by a dysfunctional review process, take comfort. This is a great time for a fresh start.

Unfortunately, if you are looking for advice, you may be in for a shock. Every day on the Internet, for each article written with ideas for solutions, there are another five dedicated to the problem itself.

Time to get your review process on track

You may have seen some version of the standards such as “Why Your Employees Hate Performance Evaluations,” “6 Reasons to Stop Your Employee Reviews,” “This Is Why Your Employee Appraisals Are Broken,” and on and on.

Unless you’re one of the few trailblazing companies trying to live without reviews, these articles can be a drag. By mostly focusing on the problem, they don’t help you much with plotting out potential solutions.

Article Continues Below

Let’s change that. To help make 2015 your year to get your review process back on track, we scoured the Internet for everything you need to run a productive, insightful review cycle. If you have any additional articles or resources that have been helpful for you when revamping your process, share them in the comments.

Smart Performance Review processes

Delivering Feedback

Other Resources

This originally appeared on the blog.

John Scott is a Customer Success Manager for PerformYard, a web-based benefits, performance and HR software company. With PerformYard, John is committed to assisting clients in designing and implementing streamlined performance management programs. You can connect with him at @PerformYard and on the PerformYard blog.


1 Comment on “How to Help Get Your Performance Review Process Back on Track

  1. John, thanks for pulling together a list of more constructive content on improving and addressing the issues of performance management. Although I’m not an objective reviewer, I think some of my articles on TLNT might fit well on this list. Here’s one of my personal favorites in terms of providing substantive content.

    My book Common Sense Talent Management may also be a useful resource. It walks through critical performance management design questions and discusses different solutions I’ve seen work in various organizations along reviewing relevant psychological science on employee productivity (e.g. how will you measure performance?). I don’t believe their is a single “best way to do performance management”, as ultimately what is best depends on each company’s culture, business needs, workforce,and resources.

Leave a Comment

Your email address will not be published. Required fields are marked *