A survey conducted in 2023 by Betterworks indicated that retention, engagement, and productivity suffered due to a lack of internal career development and perceived bias. The report also highlighted that a considerable number of employees view performance management processes unfavourably, with 37% grading their employer's performance management as "F". In 2024 this surely needs to change. But how? 

Let’s first understand where we are lacking. 

At corporations, big or small, performance evaluations are a regular practice intended to provide managers with the opportunity to offer detailed recognition and constructive feedback. However, in practice, they often have detrimental effects because employees prioritise impressing their managers over genuine performance improvement. 

Microsoft exacerbated this issue with a stack ranking system, where managers rated employees on a bell curve, leading to a fixed number of employees receiving each grade. Tesla, on the other hand, maintains an annual performance review process, although employees perceive it as routine due to ongoing feedback provided by managers throughout the year. But Netflix replaced formal performance reviews with ongoing informal conversations, even as its workforce grew to exceed 10,000 employees.

Either of these situations may lead to these issues: 

• Depending solely on annual or semi-annual performance reviews means employees may go for extended periods without receiving constructive feedback, hindering their ability to make timely improvements.
• If performance reviews heavily rely on quantitative metrics, employees may feel their qualitative contributions and soft skills are undervalued, leading to frustration.
• Tie-ins between performance reviews and salary adjustments can create anxiety, especially if employees feel their financial well-being is directly linked to a single evaluation.
• If performance reviews encourage competition among team members, it can strain relationships and hinder collaboration, which is crucial for a healthy work environment.
• A standardised performance review process may not effectively cater to the diverse needs and roles of different employees, leading to a lack of personalisation in feedback.
• Lastly, focusing solely on job-related performance may ignore important aspects of an employee's well-being, such as stress levels, work-life balance, and mental health.

So, are reviews generally ineffective?

Only around a quarter of companies in North America (26 per cent) reported that their performance management systems were effective, based on a survey of 837 companies conducted last fall by consulting firm WTW. Moreover, just one-third of organisations indicated that employees felt their efforts were evaluated fairly. Similarly, a Gallup survey conducted last year discovered that 95 per cent of managers expressed dissatisfaction with their organisation's review system. This leads us to - How to improve performance review? 

You can also read: 

• How to conduct an effective performance appraisal?
• The great performance management rethink
• The future of performance management

2024 performance review trends

Integration of AI in Performance Evaluation 

AI-powered tools can analyse large volumes of data to provide insights into employee performance trends, identify areas for improvement, and even predict future performance outcomes. This trend towards AI integration aims to enhance the objectivity and accuracy of performance evaluations while enabling more personalised feedback and development plans.

Continuous feedback integration

Performance reviews in 2024 are shifting towards continuous feedback mechanisms rather than relying solely on annual or semi-annual evaluations. Companies are leveraging technology to facilitate ongoing conversations between managers and employees, fostering a culture of regular feedback and development.

Focus on skill development and growth

With the rapid pace of technological advancement, there's a growing emphasis on skill development and career growth in performance reviews. Companies are incorporating discussions around employee aspirations, learning opportunities, and skill enhancement strategies to ensure workforce readiness for future challenges.

Remote work performance evaluation

The widespread adoption of remote work has prompted organisations to adapt their performance review processes accordingly. In 2024, there’s a need to be focus on evaluating remote work performance metrics such as productivity, communication effectiveness, and collaboration skills, along with traditional criteria.

Emphasis on Diversity, Equity, and Inclusion (DEI)

DEI considerations are increasingly integrated into performance reviews to ensure fair and unbiased evaluations. Companies are evaluating not only individual performance but also contributions to fostering an inclusive work environment and supporting diversity initiatives.

Agile performance management

In response to the dynamic and unpredictable business environment, agile performance management approaches are gaining traction in 2024. This involves setting shorter-term goals, providing regular feedback, and adjusting performance expectations in real-time to adapt to changing circumstances and priorities.

Training managers for effective performance reviews

• Empowering managers with the skills and knowledge to conduct effective performance reviews is paramount to fostering a culture of growth and development within your organisation. Here are some strategies to consider when training managers for this crucial task:
• Offer comprehensive guidelines and resources outlining the performance review process, including evaluation criteria, communication protocols, and documentation procedures.
• Organise training workshops or seminars focused specifically on performance review best practices. Facilitate role-playing exercises where managers can practice conducting performance reviews in a simulated environment.
• Encourage open dialogue, address questions and concerns promptly, and offer mentorship as needed.
• Encourage managers to reflect on their own strengths and areas for improvement as performance reviewers.
• Encourage managers to approach each review with flexibility and adaptability, tailoring their approach to meet the needs of individual employees and circumstances.
• Lastly, lead by example by demonstrating a commitment to excellence in performance review practices within the HR department. Showcase the value of effective feedback, communication, and development initiatives through your own actions and interactions.