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Reimagining Performance Reviews: Bridging the Gap in a Diverse, Hybrid Workplace

Kanarys Staff

12/22/2023

Once a staple of office life, the traditional performance review is facing a revolt. Speak with anyone, managers or team members, and the sentiment is clear: these meetings are either actively harmful or just plain disliked. But are they really beyond redemption? Some argue they're relics of a bygone era, breeding anxiety and fueling resentment. Others see them as untapped opportunities for growth, buried under a pile of paperwork and awkward silences.

In today's dynamic, diverse, and increasingly hybrid workplace, one-size-fits-all assessments fall short. Biases creep in, invisible lines are drawn between remote and in-office colleagues, and valuable opportunities for growth are missed. Whether we’re talking about quarterly, mid-year, or annual performance reviews, the end of the year is actually an ideal time to evaluate and assess how you want to approach them in the new year.

Rethink, Don’t Ditch

Instead of scrapping reviews altogether, let's reimagine them. Imagine a performance review system that doesn't just judge, but ignites growth. Regular feedback and goal setting empower individuals and teams to soar. Open sharing fosters trust, collaboration, and a learning culture. Bias gets tackled, ensuring everyone shines. Achievements are celebrated, and clear development paths fuel engagement and morale. It's not just about reviews, it's about getting back to the original intent - unlocking potential. 

A Work in Progress…Like Your Employees

There's no one-size-fits-all solution. The best approach will vary depending on your company culture, team dynamics, and individual needs. But by starting a dialogue, embracing experimentation, and listening to your people, you can create a performance review system that works for everyone. So, how do we reimagine performance reviews for a fairer, more inclusive, and ultimately, more effective workplace? Here are some key strategies:

1. Embrace Transparency and Shared Ownership

Ditch the top-down monologue. Instead, turn performance reviews into a collaborative dialogue. That begins by setting clear, measurable, and achievable, smarter goals together, ensuring they are aligned with individual aspirations and team objectives. Encourage employees to self-assess throughout the year using rubrics or performance dashboards, fostering a sense of ownership and accountability. By doing this, you establish a continuous feedback loop that replaces the "gotcha" moment of reviews with a transparent and supportive process.

2. Level the Playing Field for Hybrid Work

Intentional or not, far too many companies are treating workers who go to the office differently than those who work remotely, and in the process, different evaluation standards. Indeed, 68% of hybrid employees believe their organization treats employees fairly compared to 70% of fully remote employees, and 73% in-person employees. Well, that’s wrong. Remote work shouldn’t be treated as a separate class of worker nor should it be a barrier to visibility or recognition. Technology is the great enabler for leveling the playing field, and companies would be wise to embrace it to create equal opportunities for contribution and collaboration. The pandemic forced companies to do so, but continue to invest in video conferencing tools to foster genuine connection, encourage "virtual watercooler" moments, and equip remote employees with the resources they need to thrive. Review metrics should focus on outputs and impact, not physical presence, and celebrate successes achieved outside the traditional office walls, showcasing the diverse strengths of your hybrid team.

3. Unmask Unconscious Bias

We all carry unconscious biases, but they have no place in performance reviews. Managers are the most important when it comes to fostering and nurturing employer-employee relationships so train them to identify and mitigate bias in their evaluations. Use structured frameworks instead of free-flowing narratives that focus on specific behaviors and outcomes. Encourage peer reviews and 360-degree feedback, providing multiple perspectives to counter individual biases. Most importantly, invest in unconscious bias training for everyone to foster a culture of awareness and inclusivity.

4. Celebrate Diverse Strengths

Performance reviews shouldn't try to squeeze everyone into the same mold. Recognize and celebrate the unique strengths and contributions of each individual. Encourage employees to showcase their diverse cultural backgrounds, experiences, and perspectives. Highlight the power of personalized growth, and forget one size fits all. Development plans that ignite individual needs and goals unlock hidden potential and empower everyone to bring their unique talent and magic to the table.

5. Shift the Focus from Ranking to Growth

In recent years especially at larger companies, a “stack ranking” mentality has unfortunately become a focus rather than on individual development. Performance reviews should be a springboard for growth, not a competition. Now’s the time to get out of that mindset by encouraging open dialogue about challenges, roadblocks, and opportunities for learning. Creating personalized development plans with specific, actionable steps and regular check-ins to track progress shifts the attitude from comparison to growth and fosters a culture of continuous learning and improvement.

6. Embrace Feedback as a Two-Way Street

We’ve said it before, but feedback is a two-way street, and performance reviews aren’t just about judging employees - they’re also about evaluating managers. Reviews are a time to encourage employees to provide constructive feedback on their managers' communication, leadership style, and support. This two-way feedback loop helps managers identify areas for improvement and fosters a more collaborative and supportive work environment. In general, 83% of employees surveyed by Kanarys feel comfortable sharing their concerns with their immediate manager, and slightly more (85%) feel respected and valued by their immediate manager, although there are differences between demographic groups. For example, 80% of female employees feel comfortable sharing concerns with their immediate manager compared to 87% of male employees. 

7. Rethink the Review Format

Ditch the dusty forms and embrace technology! Creating regular two-way dialogue sounds like a lot of work, but many online platforms are available to facilitate continuous feedback, goal tracking, and development planning. And the data they provide uses engaging visuals like charts and graphs that go beyond the boring plethora of numbers and metrics to showcase progress and achievements. Want to introduce some creativity into the process? Encourage employees to share their accomplishments in formats like video testimonials or personal narratives, which keeps the review process fresh, engaging, and focused on meaningful dialogue.

8. Make it a Continuous Conversation

If you’re treating performance reviews as a once-a-year event, you’re missing the boat. Today’s collaborative approach is much more multifaceted with regular check-ins, coaching sessions, and informal feedback into your company culture. This allows for course correction in real-time, encourages a culture of open communication, and ensures that employees feel valued and supported throughout the year.

By embracing these strategies, we can move beyond the limitations of traditional performance reviews and create a system that is fair, inclusive, and truly drives individual and organizational growth. In a diverse, hybrid workplace, performance reviews are not just about assessing the past; they are about building a brighter, more equitable future, together.

Performance reviews are just the beginning. Building a truly fair and effective performance review system requires ongoing adaptation, experimentation, and a commitment to continuous improvement. By listening to your employees, embracing feedback, and staying open to new ideas, you can create a performance review process that empowers your diverse workforce and unlocks their full potential. Most importantly, working together can build a workplace where everyone feels valued, heard, and empowered to thrive.


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