![]() Good managers praise their team members often and are specific, and whenever necessary, also address any potential for improvement in private. ![]() Bonuses and premiums should also be based on performance reviews.įeedback, whether praise or criticism, only works if it is timely. Roughly 90 percent of managers and employees want traditional review systems to still play a role. Nevertheless, in principle, no one wants to do without it. Nine out of ten firmly believe that a different form of performance review would make them work better. Similar results among the employees: Two thirds don't believe that their performance is evaluated objectively, and for almost 60 percent, the regular appraisal is a negative experience. 94 percent of the surveyed executives agreed with the statement that "performance reviews help to improve business results." But only 40 percent believed that the current appraisal methods and processes are really appropriate. This is the result of a survey by Accenture that was conducted in 2016 among 2,100 managers and employees. Performance reviews with employees are a common tool, but their impact on day-to-day business is close to zero. Common Review Methods Are No Longer Successful
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