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In addition to identifying trends through our daily interactions with companies and job seekers, we conduct extensive research on hiring and employment issues. Read about our latest research, including results from our ongoing surveys of CFOs, CIOs, lawyers, advertising and marketing executives, human resources managers, senior managers and workers.

The New Performance Review: Shorter And More Than Once A Year, Survey Says
- More than half of companies have updated their performance appraisals in the past two years
- Employers have most often made the process shorter and increased the frequency of feedback
- 78 percent of companies conduct formal reviews at least annually; 38 percent hold them twice a year or quarterly

MENLO PARK, Calif., Dec. 12, 2018 /PRNewswire/ -- The performance review is getting a makeover, suggests new research from staffing firm OfficeTeam. More than half of companies (51 percent) have updated their performance appraisals in the past two years. Top changes include making the process shorter (39 percent) and increasing the frequency of feedback (36 percent).

Is it time to review the performance review? According to a new OfficeTeam survey, more than half of companies (51%) have updated their performance appraisals in the past two years. Top changes include making the process shorter (39%) and increasing the frequency of feedback (36%). See the infographic for full survey results: https://www.roberthalf.com/blog/management-tips/time-to-review-the-performance-review.

How often are organizations holding reviews? More than three in four HR managers (78 percent) said their company conducts formal staff appraisals at least once a year. Thirty-eight percent have these meetings twice a year or quarterly, an 11-point jump from a similar survey in 2015.

View an infographic about performance reviews.

HR managers were asked, "When was the last time your company updated its performance appraisal process?" Their responses:

Within the past year

29%

1-2 years ago

22%

3-4 years ago

24%

5 years ago or more

6%

Never

8%

We don't have a performance appraisal process

11%

 

100%

HR managers whose company has updated its process were also asked, "How has your company changed its performance appraisal process?" Their responses:*

Made the process shorter

39%

Increased frequency of feedback

36%

Added rating scales

27%

Added peer/360-degree feedback

25%

Separated it from compensation discussions

20%

 

*Multiple responses were permitted. Top responses are shown.

Additional findings:

  • A majority of HR managers (86 percent) feel their organization's review process is effective in improving employee performance.
  • Respondents said the greatest benefit of conducting appraisals is motivating staff by focusing on achievements and goals (36 percent). This is followed by determining what changes and resources are required and being able to make decisions about merit increases or bonuses (19 percent each).

"Not everyone revels in performance reviews, but fine-tuning the process and frequency of these discussions can help managers and employees get the most out of them," said Stephanie Naznitsky, executive director of OfficeTeam. "Many companies have streamlined how feedback is given and encourage supervisors to check in with staff more often. This allows organizations to be nimble in addressing issues, evaluating progress and recognizing good work."

Additional advice for managers and workers to prepare for performance reviews can be found on the Robert Half blog. 

About the Research
The survey was developed by OfficeTeam and conducted by an independent research firm. It includes responses from more than 300 HR managers at U.S. companies with 20 or more employees.

OfficeTeam
OfficeTeam, a Robert Half company, is the nation's leading staffing service specializing in the temporary placement of highly skilled office and administrative support professionals. The company has 300 locations worldwide. For additional information, visit roberthalf.com/officeteam. Follow roberthalf.com/officeteam/blog for career and management advice.

 

 

SOURCE OfficeTeam

For further information: Cynthia Kong, (650) 234-6298, cynthia.kong@officeteam.com