Our company has decided to do 360 reviews this year and I do not like it! The reviews are to be done online and I am required to submit a review for myself, two colleagues, and my boss. The process overview indicated that comments would be compiled and included on a report verbatim, which would then be given to our boss. Of course, if my boss can see comments verbatim then she would be able to figure out who said what. So my frustration is that I cannot give honest feedback for fear that it would be traced back to me. I also know that my feedback probably doesn't matter.
There was a recent blog on the Wall Street Journal website that discussed why performance reviews do more harm than good and I really agreed with it. Yearly performance reviews are a waste of time because they often reflect your most recent performance. Often the good things and hardwork done at the beginning of the year are forgotten and a recent mistake can hurt your review. I also think that performance reviews contradict teamwork. Shouldn't the emphasis be on how the team performed as opposed to how the individual performed? The WSJ blog suggests that bosses should get together with their employees several times over the year to discuss goals and progress - known as "performance previews."
Our 360 reviews are a series of survey-like questions and rating scale of 1 to 5. I don't think employees should be rated this way, and one set of questions and ratings may not fit every employee. Managers should sit down with their employees and provide actual verbal feedback and encourage discussion. To me, performance reviews do the opposite of what they should: lower morale and discourage communication.
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6 years ago
3 comments:
The performance review process at your company does not sound very useful or productive. I think the trend is toward more frequent reviews is wide spread but doing 360 reviews is likely to elicit the same kind of feeling you are having. Reviews done as surveys with a 1-5 rating scale would be ok for customers of a retail business, but I don't think you can capture the rich data of an occupation. As you also pointed out, people begin to "play to the survey" because they know that their bosses can figure out who wrote what. As one of my old bosses used to say: "A performance evaluation should never be a surprise," meaning supervisors should give frequent informal feed-bk to their employees. I wonder what would happen if you and your team members gave the exact same high score to each other, every day of year?
I actually like having performance reviews but that may be because ours are a little different. We input our accomplishments throughout the year and have a mid-year review to “check in” with our status. It is not a 360 review but we do get input from our colleagues at many levels. Rather than being reviewed on recent events it is really a comprehensive review from the year. I think it is motivating to know what your boss and your peers think of the work that you do. Even if it is negative, it should be taken constructively and as opportunity for improvement.
I hate writing reviews at the end of the quarter for my professors and teacher assistants. It wasn’t because I was just lazy and did not care enough to give feedback, but it was mostly because I knew that the comments are not private. The way the system worked was that we were to bubble in values on a Likert scale, where you rate 1-7, on certain teaching qualities but there are also 4 section where you can write in your own comments. I usually left these parts blank because I knew that the person being evaluated will eventually be given these reports and can easily figure out who wrote what based on our handwriting. It kind of defeats the purpose of the reviews being anonymous in the first place.
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