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  • Deja Vu Performance Review Research Summary

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    According to a study of 642 employees: - 43% have experienced receiving the same negative performance feedback year after year, known as a "déjà vu performance review". - Nearly two-thirds received negative feedback but only one-third made dramatic changes based on the feedback. - 87% left their review without a plan for how to improve, showing reviews are often ineffective due to a lack of action by employees. - However, with the right skills employees can take meaningful action to address feedback and avoid repeating negative reviews.

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    Deja vu Performance Review Research Summary

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    According to a study of 642 employees: - 43% have experienced receiving the same negative performance feedback year after year, known as a "déjà vu performance review". - Nearly two-thirds received negative feedback but only one-third made dramatic changes based on the feedback. - 87% left their review without a plan for how to improve, showing reviews are often ineffective due to a lack of action by employees. - However, with the right skills employees can take meaningful action to address feedback and avoid repeating negative reviews.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    5 views1 page

    Deja Vu Performance Review Research Summary

    Uploaded by

    Shakes
    According to a study of 642 employees: - 43% have experienced receiving the same negative performance feedback year after year, known as a "déjà vu performance review". - Nearly two-thirds received negative feedback but only one-third made dramatic changes based on the feedback. - 87% left their review without a plan for how to improve, showing reviews are often ineffective due to a lack of action by employees. - However, with the right skills employees can take meaningful action to address feedback and avoid repeating negative reviews.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 1

    Avoiding a Déjà Vu Performance Review V I TA L S M A R T S R E S E A R C H

    HOW to AVOID a DÉJÀ VU 43 percent of employees have


    According to our research,
    PERFORMANCE REVIEW experienced a déjà vu performance review—
    • Ask for detailed feedback. Ask for
    negative performance feedback that surfaces year
    specific, behavioral feedback of both your after year.
    accomplishments and challenges. This will
    Nearly two out of three employees say they’ve received negative feedback, and yet only one
    allow you to know the exact behaviors to
    out of three has ever made a dramatic change based on this feedback. The research shows
    replicate and change.
    the typical performance review cycle
    • Visit your default future. Motivate yourself includes managers giving employees
    to change by visiting your “default future”— the same negative feedback year KEY RESULTS
    the career you’ll be stuck with if you fail to after year with little effect on
    improve performance and are repeatedly
    passed up for promotion.
    performance.
    43% of employees have
    experienced a déjà vu performance review—
    Our study of 642 people shows one
    • Invest in professional development. negative performance feedback that surfaces
    reason performance reviews are
    New habits always require new skills. year after year
    largely ineffective is employees lack
    Actively develop the skills you need to be

    two out of
    the ability to put their performance
    viewed as a top performer through training,
    feedback in action. In fact, 87 percent Nearly
    workshops or books—but make sure this is
    three
    of respondents say they left their
    only one part of a bigger change strategy.
    review without a plan for how to better employees say they’ve
    • Find a mentor. Changing habits requires meet their managers’ expectations. received negative feedback
    help. Find a trusted mentor to encourage However, with the right set of skills,
    your progression and help you navigate new
    career development opportunities.
    employees can make the most of their
    one out of
    Only

    three
    performance feedback to avoid déjà
    • Put skin in the game. Tie your performance vu performance reviews. has ever made a dramatic
    to your compensation. Make your bonus change based on this feedback
    Learn new skills. To learnhow
    dependant on your ability to hit your
    improvement goals. Or, set aside a portion of
    each paycheck. If you hit your goals, reward
    *OGMVFODFS5SBJOJOH¥ can help you
    avoid a déjà vu performance review,
    visit www.vitalsmarts.com or call
    87% leave their review without
    a plan for how to better meet their managers’
    yourself. If you fall short, donate to a political
    1.800.449.5989. expectations
    party you oppose.
    • Control your workspace. Make your new
    habits easier by enlisting the power of your /BNFEB5PQ-FBEFSTIJQ5SBJOJOH$PNQBOZ 7JUBM4NBSUTJTIPNFUPUIFBXBSEXJOOJOH$SVDJBM
    surroundings. If you’d benefit from close $POWFSTBUJPOT¥ $SVDJBM"DDPVOUBCJMJUZ¥ (FUUJOH5IJOHT%POF¥ BOE*OGMVFODFS5SBJOJOH¥XIJDIBSF
    association with another team, ask to move CBTFEPOUIF/FX:PSL5JNFTCFTUTFMMJOHCPPLTPGUIFTBNFUJUMFT8IFOVTFEJODPNCJOBUJPO UIFTF
    DPVSTFTFOBCMFPSHBOJ[BUJPOTUPBDIJFWFOFXMFWFMTPGQFSGPSNBODFCZDIBOHJOHFNQMPZFFCFIBWJPS
    offices. When possible, turn off electronic
    7JUBM4NBSUTIBTDPOTVMUFEXJUIPGUIF'PSUVOFDPNQBOJFTBOEUSBJOFEUXPNJMMJPOQFPQMF
    interruptions. XPSMEXJEF www.vitalsmarts.com
    • Let your manager see your advances.
    Eagerly continue on the path to high
    performance. Nothing heals the wounds of
    disappointment like surprising and delighting
    your manager in the future.

    ABOUT THE RESEARCH. The study


    collected responses via an online survey from
    642 individuals in November of 2012. Margin of
    error is approximately 4%.

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