Jun 2, 2016 | Blog

The Horse is Dead: Traditional Performance Reviews are Officially Over So What’s Next?

Engage Your People
Develop Your Workforce

I remember the stress I felt during my very first performance review – but can’t recall a single thing my manager told me. The feedback could have been entirely positive, but I dreaded the entire process so much that it ultimately didn’t affect anything about my performance.

The good news today is that the proverbial “horse is dead” with traditional performance reviews. Now that we’ve all acknowledged that they’re a thing of the past, what’s next? Although every company’s performance review strategy might differ, there’s one thing all their employees have in common: the way the human brain reacts.

The NeuroLeadership Institute (NLI) is making the critical connection between brain research and the most effective way for businesses evaluate and develop employees. One way that NLI recommends transforming performance management is through guided conversations between managers and employees using the SCARF model. So what is it?

According to NLI, “The SCARF model improves people’s capacity to understand and ultimately modify their own and other people’s behavior in social situations, to thus be more adaptive.” In a business context, this model outlines employees’ reactions to potentially difficult conversations such as a traditional annual performance reviews.

Reduce the threat by initiating conversations with SCARF in mind:

  • Status – sense of importance relative to others
  • Certainty - need for clarity and the ability to make accurate predictions about the future
  • Autonomy –sense of control over the events in one’s life and the perception that one’s behavior has an effect on the outcome of a situation
  • Relatedness – sense of connection to and security with another person
  • Fairness - non-biased exchange between people

Using this model, managers can mitigate the threat response many employees instinctively feel during conversations. But how do organizations manage change and ensure this mindset becomes second nature in their managers?

Companies can continually reinforce new training such as the SCARF model by providing employees with real-time technology solutions that facilitate coaching conversations and feedback. As organizations move toward a more frequent feedback cadence, engagement solutions like HighGround are empowering managers to give meaningful feedback to employees more often.

Applying the SCARF model not only lessens the negative response from employees, but also trains managers how to be more effective coaches. The result? Performance reviews are no longer dreaded conversations for both the employee and manager and are instead positive, forward-focused discussions. 

It’s time to bring employee performance back to life through research-driven methodologies and real-time technology. What are you doing to change the way your organization approaches performance management? 

 

Andee Harris
Chief Engagement Officer, HighGround

Andee Harris brings more than 20 years of experience working with HR leaders and practitioners to her role as the Chief Engagement Officer at HighGround. She joined the team in April 2016 and is responsible for thought leadership, market share growth, new business development, multi-channel marketing strategies and revenue management.

Most recently, she served as the vice president of sales and marketing for The Marcus Buckingham Company. Before that she led sales and marketing for Syndio, a people analytics software company. She provided strategic direction and day-to-day operations for the sales and marketing team. Andee was also the driving force behind Syndio’s rebranding and positioning from communications and academic research to a people analytics company.