The problems with

traditional
performance reviews
and what to do about it.

It’s no secret.
When it comes to the traditional
annual review process, there’s
usually a long list of complaints
from everyone involved.

Let's take a closer look at how to fix

the problems so that everyone —
HR, managers and employees —
gets what they really want and need
out of the process.
The problems with traditional
performance reviews
and what to do about it.

It’s no secret. When it comes to the traditional annual review process, there’s
usually a long list of complaints from everyone involved. Let's take a closer look at how to
fix the problems so you get what they really want out of the process.

Human Resources

What usually happens What you really want How to get it

A paper-processing Centralized Halogen’s HR Control Center

nightmare process Easily manage processes with:
Process Control

• version control The right versions • set times

issues with the right • reminders
• unmanageable people in the • workflows
storage and right spot One final version stored securely
sign-off

Get to
Little Real-time Halogen’s on-time
visibility 100%
On-time Reporting

visibility completion reports

Quick, easy, instant

reveal where the on-time
• tracking bottlenecks are completion rates
• delays access to information to improve the for your next process
• other process when it's needed. process
impacts

Halogen Organizations with

No Accountability Accountablity TalentSpace™: mature performance
• feedback notes
management

management processes
performance

20X
• Not taken seriously by Managers and • goal tracking more
managers and employees employees focus on • 1:1 meetings are likely
• complaints, surprises performance man- Recorded to report strong
agement all year long employee results
year-round
Goals & measurement

Lack of goal setting Clear goal setting

and alignment
Every employee is Link employee and

64%
accountable for organizational goals — and
of employees SMART goals consistently measure progress
don’t understand their aligned to
organization’s goals. organizational goals

Can’t report on trends True insight Halogen Talent View™ and

or use the information reporting framework lead to better
Compare talent decisions
performance
• high and low performers
year-over-year by
Reporting

employee, • goals at risk

department and • who’s giving and getting feedback
company • development plans
The problems with traditional
performance reviews
and what to do about it.

It’s no secret. When it comes to the traditional annual review process, there’s
usually a long list of complaints from everyone involved. Let's take a closer look at how to
fix the problems so you get what they really want out of the process.

Managers

What usually happens What you really want How to get it

Painstaking Simplicity Halogen centralizes feedback,

goal info and development
Quick and easy

HR process Easily accessible activities so managers can write

takes too performance reviews quickly
much time information

Tough Conversations Meaningful

feedback Halogen has a record of feedback for
Great feedback

every employee, plus comment help

Managers giving little or Shared all and coaching tips to improve delivery
no feedback to their workers

98%
year long
fail to
engage of them

Ratings Easy-to-understand Clear descriptions, a history of

ratings performance data and scoring
instructions within Halogen,
• Not sure how to use ratings How to differentiate help managers easily
• "Halo/horns" effect good versus great
Clarity

substantiate ratings
• Recency effect performance

Organizations
Halogen with strong learning and
What’s the point? It’s working development are
includes
development
58% more
Development

Don’t know if development Managers likely to

plans do any good can measure tips and plans succeed at developing
performance to improve the skills needed for
performance meeting future
changes over time customer demand
The problems with traditional
performance reviews
and what to do about it.

It’s no secret. When it comes to the traditional annual review process, there’s
usually a long list of complaints from everyone involved. Let's take a closer look at how to
fix the problems so you get what they really want out of the process.

Employees

What usually happens What you really want How to get it

No say A voice Halogen Feedback Central™ and

Halogen 360 Multirater™ give
Workers Employees are employees the ability to get
Involvement

feel they invested in their feedback from inside and outside

have no say performance the organization: peers, suppliers
in the process assessment and know and customers
their opinion counts

Subjective Objective
ratings ratings With Halogen 1:1 Exchange™,
discussions about goals,
No Surprises

Anticipation + Coaching + performance and development

fear + surprise development = no surprises
= judgment = fair evaluation

Organizations
Goals? Achievement Review, revise that regularly
and update revisit their goals
goals all year dramatically
SMART Goals

Goals are set in January Feel connected

but are immediately and accountable
long with outperform
Halogen those that create annual
forgotten for personal cascading-goal
Performance™
achievements programs.*

So what now? Ownership With Halogen TalentSpace™,

you can see where you need
Employees don't feel The focus is on
Development

to improve and enroll in

like the information continuous
improvement development activities to
is actionable enhance skills
and ongoing
development
* Strategic HR and Talent Management: Predictions for 2012
The problems with traditional
performance reviews
and what to do about it.

Additional resources

Here are some additional resources to help you transform traditional annual performance reviews from a painful
cycle into a meaningful, ongoing process that yields the results we all want.

Center of excellence on performance

Performance appraisal checklists management processes

eBook: Employee performance management:

Employee feedback and coaching templates A step-by-step guide to best practices

Free Trial
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