11 December 2024

If My Performance Review is Unfair, I Might Leave My Job

By Ronald Smith

Did you know that if my performance review isn’t fair, it could make me want to quit my job? Well, it’s true! According to a recent study, a whopping 85% of employees feel the same way.

Imagine this: You work hard all year, putting in your time and effort to do your best. Then, the dreaded performance review arrives. It’s supposed to be a chance for your employer to give you feedback, acknowledge your achievements, and help you grow. But what happens if it’s not fair? What if they don’t recognize your hard work and instead focus on things that don’t accurately represent your performance?

Well, my friend, that’s when everything can go downhill. You may start to question your worth and feel undervalued. It’s demoralizing to think that all your efforts could be dismissed in a single unfair review. And guess what? You’re not alone in feeling this way. Many employees would consider leaving their job if they felt their performance review was unjust and didn’t reflect their true abilities.

I mean, who wants to work in an environment where their hard work isn’t acknowledged and appreciated? It’s only natural to seek validation for our efforts and see the results of our dedication. So, if you’re an employer, it’s crucial to ensure that your performance reviews are fair and objective. Don’t forget to give credit where it’s due and provide constructive feedback that helps employees improve.

Remember, my friend, our performance reviews matter to us. They can have a huge impact on our motivation, job satisfaction, and overall happiness in the workplace. So let’s strive for fairness and understanding to create an environment where everyone feels valued and appreciated.

If My Performance Review is Unfair, I Might Leave My Job

I have some interesting news to share with you about performance reviews. According to a recent report from Reflective, a whopping 85% of employees are thinking about quitting because of unfair performance reviews. Can you believe that?

You know, performance reviews were created a long time ago when things were completely different in the workplace. Liz Ryan, a human resources executive at a big company, says that performance reviews are like old artifacts from the Industrial Revolution. She explains that the way we work now is way more complex and nuanced than what those reviews were designed for.

I totally agree with Liz. She says that jobs today require a different kind of thinking. They can’t simply be boiled down to how many things we produce in a certain time period. It’s not just about widgets per hour or quarter. And guess what? The study from Reflective agrees with Liz’s view. Employees want something different when it comes to getting feedback on their work.

So, how do I want to be evaluated in today’s workforce? Well, let me tell you. According to Rachel Ernst, the vice president of employee success at Reflektive, I crave feedback that is accurate and focuses on my growth. And I don’t want to wait for a yearly job review to get it.

If I’m not making widgets, then it’s time to rethink how my performance is evaluated. Having a review once or twice a year just doesn’t cut it anymore. It’s not a reliable measure.

Ernst continues by saying that when I receive regular attention, recognition, and guidance from my managers on how to improve, I tend to be more engaged and productive. And who doesn’t want that?

The Significance of Accuracy and Frequency

I believe that creating a culture where feedback is valued and implementing a modernized performance review structure based on data can help solve these costly problems. It just makes sense, especially since most people in today’s workforce have grown up with digital technology. They want to see the evidence.

Let’s take a look at the survey results.

The Results of the Survey

The data for this report comes from a survey of 1,000 full-time workers. And one thing that stands out loud and clear is that employees want to be treated fairly.

According to the report, bias is a major issue. The respondents say that reviews that don’t accurately reflect their actual performance are preventing them from getting promoted. And one third of them say that inaccuracy is the one thing they are least likely to accept in a review.

When I give performance feedback regularly, it’s much easier for me to stay accurate. In fact, in a survey, 92% of people said they actually prefer getting feedback more than once a year. So, when it comes to how often I want to have formal feedback conversations with my manager, 42% of us say we want it at least weekly, and a whopping 72% of us want it at least once a month.

Now, let’s talk about what we like about performance reviews. For 64% of us, they give us helpful feedback. About 45% of us enjoy the face time with our managers, and 41% of us appreciate that they make it clear what we need to do in order to get promoted. But, it’s important to note that not everyone has such positive feelings.

The Consequences of an Unfair Performance Review

If an employee feels like their review is inaccurate or biased, they can get pretty angry and take some vengeful actions.