Source | icubem.com
Performance reviews are almost universally dreaded, especially if done on an annual basis. Managers and employees alike often find them anxiety-inducing and frustrating, as so much hinges on one conversation. Employees know their careers (including promotions and/or pay raises) depend on the accuracy of their performance reviews, and can react poorly if the review is perceived inaccurate. Side note: this is not a far-fetched scenario; trying to summarize a year’s worth of feedback into an hour-long meeting is a challenge, and putting the responsibility of remembering everything a particular employee has done over the course of 12 months in the hands of the manager is a tall order.
In a recent survey of 1,000 full-time U.S. workers, Reflektive discovered just how damaging inaccurate performance reviews can be to an employer’s retention rates. A whopping 85% of people surveyed admitted they would at least consider leaving their company due to an unfair or inaccurate performance review, with half reporting they were “very likely” or “extremely likely” to do so. A quarter of those surveyed admitted feeling they were passed over for promotion due to inaccuracies or bias in performance reviews.
Samples of Performance Reviews Gone Wrong
What are the consequences of inaccurate performance reviews? Below are three examples of performance reviews gone horribly wrong. While fictional, they represent the opinions of 21 percent of survey respondents, who declared they would quit by “going out in a blaze of glory.”