This post is part of our biweekly "Office Hours" video series, featuring quick career, workplace and leadership tips from talent management experts and business leaders across the globe.
As business leaders have pointed out, traditional performance reviews are a holdover from the machine age, when employee performance was easily quantified. Today, only 4 percent of HR managers think their employee assessment system is effective; in recent years, companies including Microsoft, Adobe, Accenture and Deloitte have overhauled their systems completely.
But all this negative talk about performance reviews can be misleading. According to James Webb, VP of global people development and engagement at Fossil, performance reviews can still be effective—employers just need to reshape the process.
In this video, Webb encourages an inquisitive approach to the performance review process, guided by one central question: "Who doesn't want to come to work every day and do a great job?" Rather than being pushed through a mechanical, one-sided assessment, employees should be part of a conversation that seeks to determine how they can best contribute to the company.
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Founded over 150 years ago, Davenport University is based in Michigan. It is home to 7,000 students spread across ten campuses throughout the state, including a significant online presence as part of its global campus. Davenport’s Office of Performance Excellence currently has just six employees serving over 600 full- or part-time faculty and staff, plus 600 adjunct faculty.