Guest post by Mark Feldman, CTO of FindMyShift

Times are changing and every day we are learning more about human resource management. As companies created and run by young innovators take center stage, the strategies they employ to keep workers engaged and productive are causing the rest of the HR world to reevaluate and rethink long-standing approaches. Among the age-old strategies that are beginning to come under scrutiny is the common, if much hated practice of the annual (or semi-annual or quarterly) employee review., which offers a cloud-based service for helping large companies manage employee schedules, gathered findings from the research being done on this subject and the results were pretty conclusive, if not surprising.  They report that, according to the Society for Human Resource Management, some 90% of employees consider reviews not just ineffective, but painful.  Moreover, managers seem to find the practice equally doleful, citing it as their most hated task, second only to firing employees.

One must, then, ask the question—if annual performance reviews are considered by both employees and managers to be unpleasant and ineffective, why do they continue to be so ubiquitous and what might we do instead?  The infographic put together by FindMyShift might give us a good starting point from which to think about why annual reviews may not be the best way to go and what alternatives are currently being explored.

Mark Feldman is the CTO for Findmyshift helps companies organize staff with versatile time tracking and scheduling capabilities. Mark writes about some easy, but surprising tricks in order to get more from your employees.

Employee Performance Reviews: Productive or Destructive