Dr. Gleb Tsipursky – The Office Whisperer
Cat Johnson – Coworking Marketing Maven
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Andrea Pirrotti-Dranchak – Competitive Advantage
Jonathan Price – CRE & Flex Expert
Jeremy Fennema – Tech Innovation Alchemist
Chief Human Resources Officers (CHROs) are highly unsatisfied with their performance management systems, and the sentiment is shared by employees.
According to a recent Gallup survey only 2% of CHROs from Fortune 500 companies “strongly agree that their performance management system inspires their employees to improve.”
Moreover, only 20% of employees say their performance reviews are “transparent, are fair, or inspire better performance.”
Using the national Gallup survey, which involved 18,665 U.S. employees, experts boiled down the data to three critical areas that require immediate attention for managers:
- Setting clear expectations,
- Inspiring goal progress,
- and improving/refining performance evaluations.
Only 47% of employees are reported to clearly understand their job expectations, and more than half (57%) discuss their performance goals with managers only annually or less frequently.
Gallup’s experts stress that establishing regular goal reviews and team check-ins with quarterly updates could improve clarity and employee engagement.
Additionally, employing a mix of objective and observational metrics for performance evaluations could reduce biases and increase fairness and transparency.
Gallups data aligns with a recent study published by The Conference Board on overall job satisfaction in the U.S. workforce.
The data in that study found that while the overall increase in job satisfaction has reached its highest level since 1987, U.S. workers are less satisfied across all 26 specific subcategories of job satisfaction compared to 2022.
The subcategories are what the study uses to measure employee job satisfaction and includes areas such as employee recognition/acknowledgement, quality of leadership, promotion policies, work supervisors, and performance review processes akin to the topic analyzed by Gallups report.
As organizations work to align their business objectives with improved productivity, the need for better performance management, that not only track but also inspires employee performance has never been more apparent.
These kinds of updates are seen as essential to building a work environment that promotes transparency, fairness, empowerment, and meaningful work.
