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Industry Research : Performance Review Top Concerns

Most employees are filled with dread at the prospect of their performance review. No surprise there then, but new research commissioned by Video Arts - a provider of learning resources - sheds some light on exactly why they are so feared.

The survey published recently found that topping employee worries were bosses who refused to listen (24%), closely followed by those who believed their appraisals were a waste of time (19%) and in third place, employees that dreaded a confrontation with their boss (13%). Interestingly, 18-24 year olds most dreaded getting 'caught out' by their bosses (37%) during their review.

However, it's not all bad news. When asked if performance reviews could be beneficial if done correctly, those surveyed gave a resounding 'YES', with 92% of respondents believing they can have a long lasting and positive effect on the workforce.

The main business benefits were thought to be improving morale (43%), increasing motivation and productivity (39%) and helping staff retention (10%).

On a more cautionary note, 30% of those surveyed revealed they felt no different after their last appraisal, with 13% actually feeling disappointed and undervalued.

Martin Addison, Director of Video Arts said: "We've found that the feeling on both sides of the review process is often very similar – one of pure horror. It is worrying that so many people felt let down by their last appraisal but we should be encouraged that they are aware of potential benefits.

"We think there's a real need for a new approach to appraisals. One that replaces misunderstanding and missed opportunities with a perfect meeting of minds."

Performance Review Character Traits
Video Arts has identified six difficult characters that a manager could come up against in any performance review.

Defensive Dennis:
 

It's hard to help Defensive Dennis improve because he won't admit there's any room for improvement. But, it can be done.
 

Weepy Wendy:

Tears never help an interview. But with Weepy Wendy you have to be prepared for them – and not let them throw you off course.
 

Bored Betty:

Bored Betty. But why is she so bored? Could it be because you've let the paperwork take over and gone into autopilot? If so, it's not surprising if she goes on autopilot too.
 

Non-stick Nigel:

Nothing is ever Non-stick Nigel's fault. It was bad luck. Or the system. Or other people's mistakes. Even so, there are ways of dealing with him.
 

Bolshy Becky:

Bolshy Becky is looking for a fight – but if you take her on you've lost. You can only win by not fighting.
 

Silent Steve:

At least you can get the interview over with quickly. But, it's very likely you're missing something important. So how do you get him talking?

Understanding Appraisal Babble
Have you heard the following comments in any of your appraisals or performance reviews? If so, Video Arts provides a few pointers to help you uncover some of the hidden meanings and better understand what someone is subtly trying to tell you!

What the boss says…  What the boss means…
We need to see a marked improvement  

Your P45 has been requested from accounts

We need to set some clear objectives   What are you here for?
We need to keep an eye on our bottom line   There is no pay-rise
You need to dress for the job you want   You're scruffy

There was some interesting feedback from the 360 degree appraisal

  Your colleagues don't like you

You need to work on your time management skills

  Do you know what a deadline is?
You need to work on your motivation
 
  You're lazy
What the employee says…  What the employee means…
He has a different way of working   I don't like working with him

Well, I've been doing this role for two years now…

  I want a promotion
What are the end of year figures like?   Are we getting a Christmas bonus?
My workload is unmanageable  

I barely have time to email friends and surf the web for celebrity gossip

I'm very happy here   I'd move on given half the chance
I believe I'm worth a pay rise of £3,000   I was hoping for a pay rise of £2,000

I think junior staff should be given opportunities to do more interesting work

 

I want to pass all my brain-numbingly boring work onto them


About Video Arts:
Video Arts was established in 1972 by a small group of television professionals, including John Cleese. By combining memorable learning messages with high standards of production, Video Arts delivers training impact. Video Arts inspires people to achieve their potential at work, developing and strengthening skills through their DVD, Video, CD-ROM and online resources.

About ICM Research:
ICM Research interviewed a random selection of 1012 adults aged 18+ by telephone between 29-30 October 2003. Interviews were conducted across the country and the results have been weighted to the profile of all adults.

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Published: Tuesday, August 31, 2004

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