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Performance management evolves

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It comes as no surprise that performance management is viewed as a burden rather than a developmental opportunity by both supervisors and their employees. There is no question that performance management has evolved, and will continue to evolve to suit the needs of the workforce today. Read the SHRM article "Performance Management Evolves Download Performance Management Evolves," and answer the following questions:

(1) According to the 2019 Gallup poll referenced in one of the first paragraphs of the article,

"Sometimes the review process does more harm than good. According to a 2019 study from Gallup, only about 10 percent of U.S. workers felt engaged after receiving negative feedback on the job. And nearly 30 percent were so put off by a negative review that they began actively looking for a new job. Moreover, 55 percent of workers believe annual reviews don't improve their performance, according to a 2019 Workhuman Analytics & Research study."

Given these statistics, do you see a benefit to conducting an annual performance review as part of the performance management process? Why or why not?

(2) As an employee or supervisor, what is your experience with the annual appraisal process? If you have no experience either conducting an annual review or completing the employee (self) review, skip to the next question.

(3) In your current role, or role that you've held in the past, what is (or would have been) an effective way for your supervisor to provide ongoing feedback to you OR for you to provide ongoing feedback to your direct reports?

Reference no: EM133255138

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