ALT-3 Should Employee Performance Reviews be Abolished – No
The performance review is a valuable tool for both employers and employees. If it is completed in the way that it is intended, then it is an opportunity to discuss the period being reviewed and the plans for the next review period. It is a useful communication tool and I cannot see how managers and their employees can determine the progress which has been made, or any discipinary action needed when staff are not working satisfactorily.
If an employee has been working to their potential and taking advantage of any opportunities coming their way, if they have been enthusiastic in their approach to work, and if they have treated their colleagues with respect, then they have nothing to be afraid of. It will be a positive experience to go back over the achievements of the review period and the areas that will need work in the future if the employee is training in an area that they are unfamiliar with.
The performance review would only be intimidating for someone who knows that they have not performed to the best of their ability and looked at the clock constantly each day, waiting for the time to knock off for the day. If a person hates their job that much, it will reveal itself way before the performance review, and many managers are experienced enough to spot low staff morale before it festers into a full-blown conflict with any one colleague.
From my personal experience, performance reviews provide me a sense of closure and reassurance about my work. Each period, I meet with my manager and we discuss what I have done well and what I need to do in the six months or year ahead to reach the level expected of me in the area I am training in. I have seen it as a chance to discuss my job title or any concerns I have about the future of my role. Having had this discussion, I don't have any unfounded concerns about how I am seen by my managers and if there will be any sudden dismissals.
Knowing the way I have been working, there is a sense of trust that my employers will respect the work I have done. If there are any sudden changes such as a dismissal then I will know that the decision is a financial one and while I would be disappointed if I had to go, I will know that it is not based on anything I have done wrong. Not having a performance review, it would be almost impossible for employees to know if they are well-regarded or if they are deluding themselves. To me that uncertainty would diminish my sense of achievement and security and as most employers are not known for being generous with praise on a daily basis, I would be constantly searching their day to day communication for clues about how they see my work.
The benefit of performance reviews is not just for employers, it should be seen as equally useful for employees. Even criticism can be useful, it can help us direct our attention to the areas that need work and propel us to future success.
