With 96% of employees stating that regular feedback is a good thing and 41% of employees having left a job because they felt they were not listened to according to Exploding Topics, it is clear that performance feedback in the workplace is a necessity. It is the method by which performance feedback is given that produces differing opinions. Among organizations that value growth and development, a common question occurs: Should feedback be given through performance check-ins or performance reviews?
This blog highlights the similarities and differences between performance check-ins and performance reviews, recommends best practices for implementing both, and shares what common mistakes to avoid.
Performance Check-Ins vs. Performance Reviews
The traditional performance review has been around for decades. The typical process includes managers evaluating employee performance on some version of a rating scale, discussing this performance with the employee in a monologue-type fashion, and then signing off on the review only for it to not be discussed again until the next year’s performance review. Love it or hate it, this was -and sometimes still is- standard operating procedure.
Performance check-ins/one-on-one meetings are a newer addition to performance management. These more frequent touch points are more conversational in nature. The table below breaks down the major differences between these two feedback forms.
Performance Check-Ins | Performance Reviews |
|---|---|
brief meetings, usually 10-20 minutes max | longer in-person discussions, 30 minutes or more |
more informal performance discussion | formalized performance discussion |
varying frequency, but typically monthly | typically annual, although bi-annual and quarterly are common |
employee-led | manager-led |
no performance rating scale | some version of a performance rating scale |
Employee sentiment pulse/check | Workplace satisfaction survey |
Pros and Cons of Performance Check-Ins
While performance check-ins are commonly embraced in today’s workplace as a valuable tool for ongoing feedback, they do come with their own set of limitations depending on how and when they are implemented. The following bullet points detail the pros and cons of utilizing check-ins.
Pros of Performance Check-Ins
- Better manager/employee relationships- Consistent and frequent one-on-one discussions set the stage for healthy, positive relationships between managers and their employees. Intentional time together is likely to breed more trust, and therefore an effective coaching dynamic.
- Real time employee sentiment- Face-to-face time with employees provides managers with a format for discussing general engagement and sentiment, specifically through simple pulse surveys that capture employee sentiment and track trends. Sentiment analysis helps recognize potential turnover risk and increase retention.
- Address issues and create real-time feedback & action steps- Check-ins focused on employee performance, goal progression, and general productivity give managers more real-time insight into potential issues. These informal discussions allow managers to correct behavior quickly before it results in a bigger problem.
- Allows reviews to be future-focused- When check-ins are effectively discussing employee objectives, behaviors, and goal progress regularly, it allows the annual performance review to act as more of a summary of performance. This, in turn, means the review time can be spent focusing on the employee’s development and career future instead of solely on their past performance.
- Reduces performance review stress- The presence of performance check-ins significantly reduces the stress and anxiety that is often present around performance review time. Managers have a much greater understanding of their employee’s needs and general sentiment, employees do not have to wonder where they stand, and performance expectations have already been made clear. A more relaxed environment allows both parties to be fully present, ready to listen and learn.
Cons of Performance Check-Ins
- Difficult for managers with several direct reports- Managers who lead a larger than average amount of employees may find the practice of monthly one-on-one check-ins difficult or nearly impossible. It is important, however, that those in this position not throw out the concept of performance check-ins entirely. Instead, they must find a process, frequency, and format that works for them so that each employee receives the coaching they deserve, and so that the manager does not allow check-ins to become their full-time job.
- Tedious forms can be cumbersome- If the performance check-in form contains too many open-ended questions, or the content of check-in meetings becomes too overwhelming, it can sully the process for both parties. The most effective check-ins are those that contain just a few timeless questions and leave room to discuss goal progress, employee sentiment, and anything else that is pertinent.
- Reliant on manager consistency- For performance check-ins to be effective, they should be driven by the employee, conducted regularly, and maintained with consistency by the manager. This involves avoiding frequent rescheduling, documenting each session, and providing a concise summary afterward. When managers exhibit inconsistent behavior, it hampers the success of the check-in process and undermines its potential positive impact.
Pros and Cons of Performance Reviews
There has been a tendency in recent years to eliminate the performance review altogether due to its lack of effectiveness to increase or improve performance. However, those organizations that decided to forego the annual review quickly found that, without any format for evaluating performance, leaders were at a loss for how to effectively manage people. Some would argue it is all too easy to find the flaws in the annual performance review process. Our position is that, though the traditional system of performance reviews is not perfect, how it is implemented makes all the difference. The points below discuss the pros and cons of the review.
Pros of Performance Reviews
- Gives employees confidence in performance- Documented performance reviews offer employees a structured discussion that shows them exactly where they stand regarding their performance expectations. A formal conversation with their manager regarding their performance objectives, goals, and workplace behaviors gives them the insight they need to drive growth and development so they can reach their career potential.
- Establishes a common standard- When all managers of an organization are trained on the performance rating scale and how to deliver effective feedback, it ensures all employees are held to and evaluated by the same standard. This helps to improve accountability, transparency, and fairness.
- Documentation that fuels growth- Documenting performance review conversations provides employees and leaders alike with a reference point for historical trends. For employees, this means they can look back to see how much they have developed professionally, and they can look at their manager’s coaching comments for direction on how to move forward.
- Data for leadership succession planning- A critical component to securing the future of any organization is leadership succession planning. When performance and behaviors are coached and documented well, leaders can easily access necessary information for how to identify and develop potential future leaders.
Cons of Performance Reviews
- Leads to decreased performance when done alone– If performance reviews are the only performance conversations that occur all year, employees are more likely to struggle with lower levels of satisfaction, engagement, and commitment to the organization’s mission and vision. One conversation for the year simply will not suffice in empowering employees to meet their performance goals.
- Can be time-consuming– Again, if the review is the singular performance conversation that occurs all year, this meeting is likely to be long, arduous, and draining for the manager and the employee. For managers responsible for leading multiple performance reviews, this is unsustainable.
How Performance Check-Ins and Performance Reviews Work Together
Performance check-ins and performance reviews are designed to work together. It is not recommended to replace one for the other. When organizations implement only check-ins, there is no final evaluation data to track important trends, monitor professional and personal growth, or provide managers with tools and a reference point for coaching. In rare but impactful circumstances, performance review records provide protection in employment legal matters as well.
When performance reviews stand alone without implementing any form of documented continuous feedback, employees miss out on purposeful touchpoints with their manager, which leads to decreased employee engagement and likely the feeling of surprise and confusion during the review conversation. Additionally, employees do not get the valuable manager feedback to make mid-course corrections as they pursue their goals. When employees do not have a clear understanding of how their performance and behaviors are perceived by their managers, they are at risk of feeling high stress and anxiety going into the performance review discussion.
Performance check-ins should build up to the performance review so the review conversation can summarize and further inform the check-in process. This format allows the review to be roughly 20% focused on past performance and 80% focused on the employee’s future career aspirations.
The WorkDove platform seamlessly integrates performance check-ins into the performance review so managers and employees are provided with a visual of their past conversations. This information fuels comments and discussion, ensuring the review accomplishes what is intended.
How WorkDove Powers Successful Performance Check-Ins and Performance Reviews
WorkDove’s performance check-ins and performance review software ensure employees feel empowered in their own growth and development and managers are given adequate tools to effectively lead. The streamlined experience of check-ins and review integration, automation, and flexibility allows both parties to feel informed, heard, and appreciated, giving way to a healthy and productive working relationship. WorkDove offers performance review templates and performance check-in templates to further enhance these important conversations and reduce the workload and managers and HR leaders. Track real-time progress, improve retention, increase workplace satisfaction, and empower the manager and employee relationship with WorkDove’s performance check-ins and reviews today!
