Performance management and performance reviews have been in existence for a long time, yet, today when asked, almost every business or employee will tell you they hate them. Does this mean that they are doomed – headed out the door, never to return?
Performance management will never entirely go away. The fact is, it is evolving just as hiring is evolving to accommodate the newer generation of workers. Instead of the usual annual reviews (everyone hates), it is changing to a right now philosophy. Job candidates today are asking hiring managers and recruiters before even interview what their performance management practices include. This is one of their deciding factors to accepting a position.
Here are a few things you need to know about performance management and how it relates to your hiring practices:
- The current job candidates want to know on an ongoing basis how they are performing – not once a year. Therefore, you must have a performance management program that provides feedback immediately and consistently. There are many online programs that can help with providing feedback electronically, which the millennials love, but nothing is better than conversing with your employees regularly.
- Many of the older reviews were rule-based and had lots of criteria that had nothing to do with performance. Employees and job candidates hate this type of review, as it offers them nothing about how they are doing personally. Make your new program employee centered. Offer them constructive feedback and do not forget to boost a job well done!
- The newer generation of job candidates and workers want to excel in their positions and “climb the ladder.” They find it difficult to improve and progress without immediate feedback, therefore, they are expecting to have feedback faster.
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