Do Your Performance Management Reviews Help or Hinder Your Team? by Cheryl Jekiel
Many times an employee has come to me for support after being rated “average” in a performance review. They are deeply discouraged by the rating, and even more so when told of areas they need to improve. Most employees put their hearts and souls into their work and being “average” or “less than average” leaves them feeling deflated and hurt. Sometimes it has led them to look for another job, one in which they would be “appreciated.”
Since the majority of traditional Performance Management Systems utilize some variation of the bell curve ranking system, that leaves a lot of people (80 – 90%) being told they are “Average” or “Need Improvement.” What impact does this have on their motivation and engagement?