Are unrealistic targets the right parameter for

performance
evaluations?

Employees are a company’s most valuable asset.

With the Great Resignation and the unprecedented churn, business growth is at risk. Without seamless continuity, organizations lose learning and wisdom. Employee retention is crucial to accomplish company goals.

Appraisals are aimed to be valuable goal trackers, for the individual, as well as their managers, and the company, at large. Everyone hopes that the annual process is more than just a ‘tick box’ exercise.

Yet, every year, the season of appraisal is marred by perceived unfairness, loss of trust and thorny conflict. Both parameters and the outcomes to evaluate them become sources of disagreement, leading to reduced job satisfaction and higher attrition.

And so, we ask a key question: Isn’t it time to agree on targets that both managers and their teams can be in sync with?

Rethink Targets, #RethinkAppraisals

Is it time
to rethink Targets
#RethinkAppraisals?

What Employees Think

70%

of employees feel their boss’s expectations are unrealistic

51%

of employees feel that annual reviews are inaccurate

79%

of employees who quit their jobs cite “lack of appreciation” as their reason for leaving

69%

of employees say they would work harder if they felt their efforts were better recognized

80%

of Gen Y said they prefer on-the-spot recognition over formal reviews

What Employers Think

77%

of HR execs believe performance reviews aren’t an accuprogress representation of employee performance

40%

of respondents find that their teams’ targets are unrealistic

6%

of Fortune 500 companies have gotten rid of ranking employees

94%

of HR managers think the traditional performance reviews are outdated and need to be renewed

43%

of respondents find that the performance appraisal is not an accurate measure of their teams’ performance

*Source: Harappa, Globoforce, Clear Company, O.C. Tanner, LinkedIn Talent, Gartner, Washington Post, Mercer, SHRM

What can managers and organizations do to improve appraisal accuracy and efficiency?

1

Set Targets Collaboratively

Align goals with your manager at the start of the year

2

Continuous Feedback

Switch to semi-annual, quarterly or ongoing reviews, instead of once-a-year feedback

3

Change Your Focus

Focus on future capabilities, instead of focusing on past performance

4

Abandon Uniformity

Customize performance appraisal methods; there’s no one size that fits all

5

Get Real With Rewards

Reward capabilities and contributions instead of just performance

So, would you
Rethink Targets
#RethinkAppraisals?
Yes No

Thank You

for the support