Performance reviews: they may not always be fun, but they’re necessary and have been since… forever! WorkSimple produced an infographic about the history and evolution of performance reviews, based on a 2009 study that says 78% of U.S. workers would like to alter some part of the review process. The study also found that 4 out of 5 workers in the U.S. are dissatisfied with their job performance review and feel that the reviews are a poor reflection of their work.
Styles and methods of performance reviews have changed over time, according to this information, from the industrial revolution era’s focus on tasks to the 1954 Incentive Awards Act to today’s use of automation and software. One thing has stayed constant, though: a significant workforce dissatisfaction with the whole ordeal.
Check out the infographic for a visual history lesson of performance reviews:
So what’s next for performance reviews and how will it affect the workforce? “The future of work is social,” according to the infographic; work life is catching up to personal life in terms of social connectedness, and social media and online networking are no longer just for personal use — they’re useful tools for professional networking. That being said, the infographic predicts that future companies will focus on “social goals, feedback, and recognition.” This is not surprising, given a recent survey that Lack Of Feedback Makes Employees Look For The Door. The social aspect of the workplace as well as emphasis on recognition will make feedback more immediate and continuous, negating a need for scheduled review. The infographic suggests that the future social workforce is “the end of traditional performance reviews.” Phew- what a relief!
Employers, what do you think of this prediction? What are your best practices for performance reviews?
