Why Companies are Embracing New Methods of Workplace Performance Reviews

Essay, 2019

9 Seiten


Table of Contents


The Perspective of the Millenials

How Technology can be Incorporated

The Reasons Major Companies such as Accenture, Adobe and Gap had in Eliminating the Traditional Performance Review

Conclusion and Recommendations



This research paper examines workplace performance reviews to determine why the young generation does not prefer the manual old way of conducting performance reviews. It is no secret that many employees dread performance reviews. In other words, while the managers have reserved this annual exercise to the extent it can be confused for a yearly rite of passage, the employees rarely look forward to the day of performance reviews, especially the millennial generation. Therefore, using the millennial generation as a case study, this research paper gives reasons why organizations are overhauling the system through which they conduct performance reviews and explains the role of technology in doing so, as well as incorporates the factors that have led major companies such as Accenture, Adobe and Gap to eliminate the traditional performance reviews system.

The Perspective of the Millenials

Companies have been used to what some chief executives have described as ‘rank and yank’ system of performance reviews in which the employees are assigned a performance score that is relative to their colleagues and peers after which the employees with the outcome showing the lowest percentile get fired (Adler et al., 2016). To make matters worse, this kind or review is done once a year (Adler et al., 2016). In other words, an employee works from January to December without communicating to the employers with regard to his work performance rating, and then in only one instance that he gets a feedback from the employer, he ends up being fired. Therefore, the millenials want the employers to be communicating with them often. According to Adler et al. (2016), the millennial generation claims that it is not fair to let them work for a whole year, even if they are not productive, then fire them at the end of the year. The best way according to millennial generation, should be that the company managers communicate with them and inform them about their ratings before the year ends or before the date of the annual review so that they can change and contribute to the profitability of the company (Adler et al., 2016). Some scholars have wondered what the big deal is because a bad performance, whether rated today or at the end of the year, will remain that which is bad. However, the response of the millenials have been that the focus should not be on firing the employees or telling the employees how pathetic their performance is while promoting their colleagues perceived to be performing well, workplace performance review should be about improving the employees output and which should be done on a regular basis.


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Why Companies are Embracing New Methods of Workplace Performance Reviews
ISBN (eBook)
ISBN (Buch)
companies, embracing, methods, workplace, performance, reviews
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Boniface Okoth (Autor), 2019, Why Companies are Embracing New Methods of Workplace Performance Reviews, München, GRIN Verlag, https://www.grin.com/document/509063


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