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By Office Team, Special for  USDR

The performance review is getting mixed reviews from workers, according to new research from staffing firm OfficeTeam. Although most (79 percent) human resources (HR) managers interviewed said they schedule these meetings at least annually, one in four (25 percent) employees feel the assessments do not help improve their performance. This contrasts with 89 percent of HR managers who believe their organization’s performance appraisal process is at least somewhat  effective.

More than a quarter (27 percent) of companies hold reviews at least twice a year, a 9-point jump from a similar survey in  2010.

View an infographic of the survey  findings.

HR managers were asked, “How often, if ever, do you conduct formal performance appraisals of your staff?” Their  responses:



Twice a year


Once a year


As necessary





Workers were asked, “How effective do you think your company’s performance appraisal process is in improving your performance?” Their  responses:

Very effective


Somewhat effective


Not very effective


Not effective at all



HR managers were also asked, “In your opinion, how effective is your company’s performance appraisal process in improving employee performance?” Their  responses:

Very effective


Somewhat effective


Not very effective


Not effective at all



“All performance appraisals are not created equal. Companies need to determine the format and frequency of these assessments that works best for their employees,” said Robert Hosking, executive director of OfficeTeam. “Aside from formal reviews, regularly checking in with staff and providing feedback throughout the year can keep everyone on the same  page.”

Hosking added, “Love them or hate them, performance discussions can be an effective tool, as long as both managers and workers properly  prepare.”

OfficeTeam offers five tips for managers when conducting performance  appraisals:

  1. Get a head start. Check in with your HR representative regarding forms and guidelines for the meeting. Take time to reflect on employee achievements and whether expectations were met.
  2. Have others weigh in. Seek feedback from colleagues who regularly work with the staff member to receive the full picture. You may uncover new insights.
  3. Encourage active participation. Let workers know what to expect from the performance appraisal and how they can prepare in advance. Ask employees to compile a list of accomplishments, obstacles and goals for the discussion. Remember, it’s a two-way conversation.
  4. Choose your words carefully. When critiquing worker performance, give specific, constructive feedback, as well as suggestions for improvement. Also acknowledge the employee’s recent successes.
  5. Focus on the future. Reach an agreement on objectives for the coming period and regular checkpoints for assessing progress. Discuss any resources or support the worker needs.

About the  Research
The surveys of HR managers and workers were developed by OfficeTeam. They were conducted by an independent research firm and include responses from more than 300 HR managers at U.S. companies with 20 or more employees, and more than 300 U.S. workers 18 years or older and employed in office  environments.

SOURCE  OfficeTeam

All opinions expressed on USDR are those of the author and not necessarily those of US Daily Review.