How To Create A Culture Of Employee Engagement Through The Conversational Annual Review Process.

Let’s face it, the annual review process is terrible. You know the routine: you wait until six months go by, then someone calls you into their office to tell you how great you are and give you a raise or promotion (if they’re feeling generous). And then you’re off until next year.

It’s true that clear and honest feedback from managers can help employees grow, move up the corporate ladder, and help them reach their full potential. An annual review process is a great way to gather feedback from employees about their goals for the next year, but it can also be incredibly time consuming. Employees typically don’t like annual reviews because they don’t feel that they are getting honest feedback. Managers, on the other hand, are swamped with work and sometimes find it difficult to schedule meetings with each employee. That’s when a conversational approach to employee feedback can make a major difference.

Employees are more likely to be engaged in their work and stay with the company if they feel like their opinion is valued. Employee feedback doesn’t have to come only during annual review season, nor does it need to be limited to a list of questions that HR gives out. A study by Gallup found that when organisations conducted ongoing employee engagement surveys, rather than just once a year, they saw improvements in employee engagement and performance. HR can use employee feedback features offered by IO Teams to create a system where employees can easily give feedback at any time throughout the year.

A recent study by Kronos and Workforce Institute found that only 45% of employees felt “well-informed” about their annual review process. Traditional annual reviews have fallen out of favour with many companies, as they don’t provide the continuous, real-time feedback that employees want and need. A new approach to employee feedback is needed.

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