Annual performance reviews have long been a revered tradition in the workplace. Employers have come to consider performance reviews as the only manner in which they can communicate with their employees about their work and how they are doing in the workplace.
However, we need to really consider how effective these performance reviews really are. If you’re a manager and your employee is underperforming, would you wait till the end of the year to tell them that? Or if, on the other hand, they are doing a great job, why would you wait till the end of the year to praise them? Praise has great effects on employees as they feel driven to achieve more so there’s really no point to wait till the end of the year sit-down to let your employee know how great they are at their job.
If on the other hand they are not doing great, does it really make sense to wait until the performance review to try and remedy the situation? As nonsensical as it sounds, many companies still opt for performance reviews, however, research has come to prove them wrong.
Millennials Hate Performance Reviews
Millennials firmly believe that annual performance reviews are useless and that’s because they offer nothing constructive in terms of feedback. In fact, about 62 percent of millennials report that performance reviews are blind sighting, and about 74 percent say that they have no idea how their managers feel about their work throughout the year. As if these statistics weren’t enough to help us realize the counter-effective impact of performance reviews on millennials, a whopping 47 percent of millennials actually report that they feel like they can’t get anything right whenever they get a performance review.
How Millennials React to Performanc Reviews
As it’s to be expected, millennials are not particularly happy when they receive performance reviews. Apart from complaining to their coworkers and cursing, some millennials have even gone as far as cry for a bad performance review. But the most disturbing statistic of millennial reaction to performance review is the 30 percent of people who have actually gone as far as look for a new job.
Do Millennials Hate Feedback?
Millennials don’t hate feedback, on the contrary, millennials feel more comfortable when they receive feedback. They want to know how they are doing and they are interested in making changes that will help them grow and develop as professionals. In fact, an 85 percent of millennials have reported that they’d feel more comfortable if their boss would sit with them frequently and give them feedback.
How You Should Give Feedback to Millennials
The key to making the most of the feedback you give to your employees is making it specific. Don’t just tell them that they are doing a great job –positive feedback is just as essential- tell them what it is that they are doing great. Similarly, when you are giving negative feedback, give them the specifics of what they have been doing wrong and how to fix it. Don’t just expect your employees to know what you want if you don’t bother telling them.
It’s also important to remember that millennials respond better to a friendlier environment, and by that I mean that your feedback should be given in a relaxed environment where conversation is encouraged.
See Also: How to Ace a Pay Performance Review
Performance reviews are becoming obsolete because they are ineffective and because they do not promote communication in the workplace. The sooner you realize that as a manager, the more constructive your feedback will be and the better results you will receive from your team.