Year-Round Feedback

by Jessica Flora

Organizations tend to rely on the traditional performance appraisal system, which consists of reviewing employees on an annual basis. However, this type of feedback system often causes pressure and tension for the employee, the reviewing manager, and human resources.

Organizations should evaluate their current performance appraisal system and consider alternative approaches that may fit their organization best. There are numerous methods available depending on what direction the organization is moving in.

The Survey Says

According to AAIM Employers’ Association’s 2015-2016 Policies and Benefits Survey of 150 St. Louis and Central Illinois businesses, 81% of organizations conduct their performance reviews annually. Furthermore, 51% of organizations base their performance appraisal periods on a fixed calendar date.

Issues to Consider

Continuous feedback: Providing ongoing positive and negative feedback in response to employees’ actions, as well as giving this feedback on a consistent basis, will ensure the employee knows how they are performing throughout the year. When it is time for the formal performance review, there should be no surprises to the employee.

Self-evaluations: Feedback should not only come from the manager, but also from the employee. This provides open communication to ensure the employee’s personal and professional goals are being met and the employee is engaged.  

Consistency: Every employee should receive the same type of review, not just certain groups. Consistency will guarantee accurate documentation and fairness throughout the organization.

Jessica Flora, PHR (solutions.team@aaimea.org) is on the Research and Solutions Team for AAIM Employers’ Association, which helps Missouri and Illinois companies manage their people and processes.