What are your thoughts on giving out performance reviews to IT staff members every year? If you’re like the majority of us, they are essential because you’re dealing with a lot of information to relay, and you’ll be required to communicate the right thing. We typically view the review session as a chance to share with the team members what they can improve upon for the coming year. But, in a lot of companies, we’re advised to make a change and stop being pessimistic!
How Firms Can Lose The Negative Review
I remember the days of climbing the ranks. An annual review of my performance was never something I looked at looking forward to. The annual review was always a grueling moment that required me to endure my boss explaining to me what I did not do very well in the last year. Who would want to hear that? It appears that IT professionals are being instructed that the answer will be “nobody.” They are instructed to reduce the negative aspects of their performance evaluations and increase the positive ones.
The motive behind this change in behavior is that companies have realized that negative reviews are only used to reduce the confidence of employees and can cause a decline in confidence. When an IT manager is able to explain the reason why an employee is doing wrong, the result happens is that the employee might find it challenging to motivate them to make changes. Instead, they will look at themselves and say, “this is me.”
The consequences of a negative review have been widely known for a while. In certain instances, employees who received negative reviews could leave the organization. In other instances, employees who received negative reviews could shake for weeks or days following the review meeting. It is clear that these aren’t items that can aid an IT department that’s capable of improving its efficiency and speed of action.
What kind of review are We Expected To Give?
Many of us who have endured an endless cycle of negative reviews have developed a habit of giving negative reviews. If our company informs us that we must stop writing these kinds of feedback, you may be left feeling uncertain. What should we do?
The advice we’re getting to do is relax on those negative aspects of the annual review meetings. Instead, we’re told to offer frequent praise and to ask our employees to be able to recognize small successes. When we do hold reviews of performance with them, we are instructed to make them based on each employee’s strengths. This is due to the fact that techniques that are hard-edged that were employed previously have proven to not work.
The guidelines being given to IT managers should only discuss a couple of areas where employees could make improvements. We must be mindful not to just obliterate negative feedback. This is due to the fact that some employees are more responsive to negative feedback than positive feedback. In addition, when an employee’s behavior causes issues, they really do have to be changed.
What does all Of This Mean For You?
The annual review of performance in which IT managers would concentrate on what employees could improve next year is on the verge of being discarded. Companies are now suggesting that we be more focused on talking to employees about what they have done well. This will change everything.
The reason the negative aspect of an annual performance evaluation will be eliminated is due to the effect that it was found to affect employees. A lot of employees would be obsessed with what they failed to do this year. A lot of others would be tripped up, and their performance could dip for a few days. The latest strategy is to focus on the work that employees have done well. The objective is to shower the employee with praise and appreciation for their efforts.
This idea of giving employees more positive feedback is positive. Everyone deserves to hear that they’ve made a number of mistakes. This will not help anyone. But, managers of IT have to be cautious and not overlook any issues that could arise from the performance of an employee. If these issues aren’t taken care of in a performance review, they’ll surface and create issues in the future.