Making performance reviews work for younger employees

Traditional, annual feedback from managers doesn’t resonate
By Sandra Reder
|Canadian HR Reporter|Last Updated: 11/15/2010

The performance review has traditionally been a labour- and time-intensive exercise conducted by managers once a year for all employees. Typically, the review is tied directly to annual salary increases and often it’s perceived to be very one-sided — a manager gives feedback and there is often no opportunity for an employee to respond or be involved. So does the performance review hold any value for organizations?

The answer is not a simple yes or no. The rapid advance of technology has radically changed how we conduct business. Add to this the fact multiple generations are working together, each with different values, goals and communication styles, and there is no longer a one-size-fits-all type of performance review that meets everyone’s needs.

But the main areas of focus for HR are the development of leadership capability and performance management, according to the June 2010 report HR Trends in B.C. published by the British Columbia Human Resources Management Association.