More than half (51%) of U.S. employees say their organizations’ performance management process is not an effective use of time, according to new research from Quantum Workplace. The research also shows 52% of employees say current performance management doesn’t motivate them to improve their performance.
“The whole purpose of performance management is to inspire high performance,” says Anne Maltese, director of people insights at Quantum Workplace. “Employees don’t feel that inspiration. They feel like they’re just wasting time tracking performance.”
The new research emphasizes the need for organizations to improve their performance management systems so that processes are easy, efficient, and effective, and employees are motivated to improve their performance.
Additional key findings include the following.
- More than two in three employees say feedback from their managers is vital to improving their performance.
- Managers want more clarity about how their performance is measured, more time with their teams, more management training, and more recognition for their accomplishments as managers.
- Most managers say that using engagement and performance technology helps them feel more effective.
- Most organizations follow a traditional approach to performance, with an annual review as opposed to quarterly or monthly performance conversations.
- When employees have a more continuous performance approach, they are more engaged.
- Effective performance reviews that are engaging and feel fair include: recognition of accomplishments, review of performance data, have a clear understanding of performance rating, provide actionable advice, and discuss career growth.
