- 66% of employees disagree with their annual review feedback
- Two-thirds unmotivated by annual reviews
- 62% of managers believe continuous review helps to coach employees
A new white paper, The Future of Performance Management in Hong Kong by Morgan McKinley, has found that employees in Hong Kong are not satisfied with the traditional annual performance reviews adopted by their companies.
Reina Cheng, Managing Director, Hong Kong, Morgan McKinley commented, “Our survey revealed that one of the biggest issues employees faced within the performance review was being able to measure their performance against clear, defined metrics.”
Perhaps due to this lack of clarity, 78% of employees felt that they were not reviewed accurately while 66% disagreed with their managers’ feedback during the annual review. 72% of managers also admitted that they experienced disagreement regarding feedback and scores given.
Employees prefer continuous performance management over an annual review as they feel the latter limits collaboration and communication with their managers. According to 65% of employees, the annual review was not motivating to them while 55% were unhappy with the amount of daily feedback they received from their managers.
In contrast, 44% of employees said continuous review improves collaboration with their managers and allows them to solve problems quickly. Also, 62% of managers stated that this practice allows them to have a two-way communication with their team members and coach them so they could improve throughout the year. However the biggest challenge for managers is the time taken to conduct such a practice, which can be more difficult when managing bigger teams.
Paul Arkwright
Publisher
