Do You Know Enough About A Workplace Evil We Call Performance Reviews?

Once every year, employees seem to be hustling harder than ever. Brows creased in concentration, they click away furiously at their keyboards. Even the procrastinators and regular office sinners seem to be hard at work. Sleepless nights of making presentations might not be a regular part of everyone’s work lives, but when it comes to acing the performance review, everyone wants to show off their best – even if it is just for a few days. 

 

Welcome to the world of performance reviews 

 

It was in the 1900s with the Personnel Administrative Movement that employers realised that work satisfaction does actually yield greater productivity. Conceptualised by Frederick W Taylor, his ideals about Work Design, Work Measurement and Production Control brought about a major transformation in the field of personnel management. 

However, it was only in the 1940s that management styles actually evolved to address the social needs of employees. From being relentless taskmasters, managers around this time became more empathetic and understanding, and in ways better leaders than they were in the past. Over the next years, it scientifically evolved into a workplace philosophy that actually improved productivity and efficiency through employee satisfaction. 

 

Evolving towards the better? 

 

However, what started off as a strategy to boost productivity evolved to become a rather painstaking process that actually affected teamwork as well as workplace morale rather negatively. In 2008, UCLA professor and management Sam Culbert emphasised on its evils. 

“It’s time to finally put the performance review out of its misery,” he wrote in the book Get Rid of The Personnel Review. “This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities. Everybody does it, and almost everyone who’s evaluated hates it. It’s a pretentious, bogus practice that produces absolutely nothing that any thinking executive should call a corporate plus,” he declared. 

 

Evil lurks around 

 

In a world that is changing rapidly thanks to technology, it is wrong to believe that trends won’t. Even if they had been proven to work scientifically in the past. If anything, performance reviews consume a tremendous amount of time, energy and resources making it an expensive affair in more than one way. With faulty performance measurement metrics ruling the roost and inconsistent feedback joining in, traditional performance reviews are nothing but stressful in the world we live in. 

  •  Timeline Trouble 

Most performance reviews end up focusing on the most recent months that lead up to the review. With the focus being strong on just a few months of work, most achievements are usually forgotten. Similarly, errors made only during the recent months come under the spotlight often making it worse than it is. This also has quite a negative impact on morale. At the end of the day, if your entire year’s work has been compressed into one presentation, there are high chances that you end up feeling tiny and insignificant.

  • Human Follies 

Performance review processes are usually rather boring. Even more for a manager. Filling out the same paperwork for multiple people can be enough of a bore for some unmotivated ones to just go with averages without actually caring about how the employee is actually performing. 

  • Feedback Failure

More often than not, feedback is just a part of the performance review process with no real follow-ups in place. While it is easy to point out someone’s errors during the review, without follow up feedbacks, it’s impossible to figure if the employee is actually working towards improvement.

 

Future Perfect? 

 

So how can we really improve the process in the future? 

In an era of technological advancements, there is little you can do apart from upping your game to be in sync with the millennials and centennials. At the end of the day, it is no secret that employees perform better when their superiors not just recognise their talents, but appreciate and reward them too. 

While traditional performance reviews failed to make the process effective personally, a smart Performance Management System like Dockabl can make all the difference your company needs! 

  • Review Routines 

With Dockabl, not only can you establish timelines for each project, you can track your employees’ progress individually, give real-time feedback to them and even follow up pretty effortlessly. 

  • Recognition Matters 

Think someone on your team did a great job on a project? You don’t have to wait for a performance review to show them your appreciation. With a number of badges to choose from on Dockabl, no employee goes unappreciated. 

  • Flexibility for the Win 

Unlike traditional performance review processes, Dockabl is smart enough to understand your needs and help you come up with custom solutions. Solutions that give you the flexibility to track, review and reward an employee to motivate them to perform better. 

  • Communication is key 

By enabling you to communicate easily with your team on the platform, Dockabl eliminates chances of miscommunication and misunderstandings. It also helps employees address issues that would otherwise have to wait for months to be addressed. 

 

In a world where efficiency, accuracy and clear communication reigns supreme, it is only with a tool that eases the process of performance reviews to make it more interactive, personal and dynamic, that they can truly recognise an employee’s strengths and weaknesses and support them to evolve professionally. 

Slow and steady, or are you just lazy?

Have you met Sloth? 

 

At the corner desk, far from peering eyes, Sloth casually lounges about. Their face keeps changing and so do their names, but their irksome traits rarely do. Sloth, given the day and the time, can either choose to go missing in action, or be struck by tragedy or instigate a distraction so overwhelming that no one remembers to check on them… At the end of the day, if there’s anything that can help them get away with doing the bare minimum to keep themselves afloat at their job, they will turn to it. 

Employees plagued by Sloth have an unending list of excuses to allow them to get away without getting much done. At times, even the things they are supposed to. Not only that, they have some rather conniving ways of delegating their tasks to their unsuspecting colleagues, adding to their stress. 

 

Are they lazy? Or is work to blame?

 

While there are employees who excel in the art of being lazy, there are some who might be struggling at work. 

  • Did you know, for instance, bad briefs can lead to an employee appear like they are not doing their best? When an employee is confused about what to get done and when it gets very difficult for them to actually get the task done. 
  • In fact, performance stress can also make an employee hesitate to do their best. Take for example the under-confident young man who shies away from all presentations, despite having put in long hours to have gotten it done. 
  • Too much work can also make some want to run for their lives. Especially if it has become a dreary part of life. So if you aren’t around, how are you ever expected to get anything done? 

 

Experience no bar 

 

Motivating someone to be productive at work can be some serious work. But it gets even more serious when its a manager who needs to be motivated. In fact, things can get much worse if Sloth has chosen to accompany someone who is capable of calling the shots. Veiled by an aura of responsibility and accountability, lazy managers usually are the ones with the unhappiest teams. Sure he takes them to team lunches and remembers birthdays, but that doesn’t stop him from walking away from all that is on his plate… we mean, desk. Reports go missing, feedback never arrives and confusion reigns supreme.

At the end of the day, almost every one of us has a horror story to share about that lazy boss who never did much, but took credit for everything their team did without batting an eyelid. Relatable much? 

 

Happy to help 

 

Though identifying Sloth can be pretty easy, most of the time, that does you no good. Usually discreet and often careful, these employees and managers don’t really leave you much space to penalise them. At the end of the day, they don’t break rules or stir up trouble. All they do is get creative about doing less than their peers and juniors while keeping their jobs intact. Annoying, yes, but nothing a little motivation can’t fix! So at Dockabl we thought long and hard to come up with a few things that can actually make a difference to your workplace. 

  • Easy of use 

Be it a long-term project, or a short-term one, setting it up and keeping track of it on Dockabl is an absolute breeze. Its weekly prioritisation of work and goals not just help you stay on track, it also allows you to manage your time better. 

  • Transparency is key 

Thanks to the Review module, able to keep track of your task force ensures that you know what they are up to and how they are performing. Coupled with the Feedback module, addressing someone’s pain points and helping them through them become a breeze. 

  • Rewards for the win 

We know the importance of recognition and we make sure that no good job, no matter how insignificant you think it is, goes unrewarded. And that’s not it, if you have done a job well, we make sure that you have badges to flaunt and rewards to wait for. 

 

Sloth, unlike most work sins can be rather benign if you know how to deal with them. At the end of the day, all you need to do is ensure that your workforce stays motivated.