Time to Stop Performance Reviews?

Susan Heathfield has suggested that employee performance appraisals don’t work. While others have said the same thing and some have advocated doing away with them altogether, my impression is that most employers still use performance reviews in one way or another. But should they? Is Susan Heathfield right? If so, then shouldn’t HR stop using them as one of its routine practices?

Performance reviews are valuable if used correctly. The problem is they often aren’t. Sometimes, they’re filled out quickly and inaccurately. Sometimes, they’re so late that they lose their usefulness. Sometimes, instead of helping an employer defend a charge of discrimination or employment lawsuit, the performance reviews help the complaining employee. Executives, managers, and supervisors who complete the evaluations don’t spend enough time preparing for the process.

It’s likely that employers who’ve been using them for a long time (however successfully or unsuccessfully) will have a hard time putting them on the shelf to stay. They’re expected. Employees may think the employer is up to something if performance evaluations aren’t used any more. And if you end up in court without any, a jury might think you’re up to something — something no good.

When I’ve done employment training, I’ve often said that performance evaluations shouldn’t be used if: (1) the performance evaluations aren’t consistently done for all employees; (2) the evaluations aren’t properly documented: (3) supervisors and managers don’t clearly set forth employee deficiencies; (4) required improvement as set forth in the evaluation isn’t followed through on; and (5) the evaluation rules I’ve just stated aren’t taken seriously, not only by HR, but by managers at all levels, including executives. Other points made by Ms. Heathfield are also relevant.

Now, you decide.