Human resource professionals, what's a single change you've made to your performance evaluation process that has had a positive impact on employee development?

Question

Ever wondered what single change could revolutionize your performance evaluation process? Human resource professionals, including CEOs and Directors of People Operations, share their expert insights in this comprehensive Q&A. This article kicks off with the transformative shift to continuous feedback loops and wraps up with a focus on personalized career development, featuring a total of nine impactful insights. Let's explore these game-changing strategies that are paving the way for enhanced employee development.

Amit Doshi · Answer

As the founder of my recruiting platform, one pivotal change I made to our performance-evaluation process was shifting from traditional annual reviews to continuous feedback loops. Instead of waiting for that once-a-year sit-down, we implemented quarterly check-ins that foster ongoing conversations between managers and employees.
This shift not only encouraged a more open dialogue about goals and challenges, but also created a culture of real-time recognition and growth. Employees began to feel more engaged and valued, knowing that their contributions were being acknowledged regularly.
As a result, we saw a significant uptick in both morale and performance, with team members taking greater ownership of their development paths. It's amazing how a small change in approach can cultivate a thriving environment where everyone feels empowered to grow!

Shehar Yar · Answer

We made a significant change to our performance-evaluation process by shifting from traditional annual reviews to a continuous-feedback model. This approach emphasizes ongoing conversations between employees and managers throughout the year rather than relying on a single, often-stressful evaluation period. By implementing regular check-ins and encouraging real-time feedback, we foster a culture of open communication and support that empowers employees to take charge of their development. 
The positive impact of this change has been profound. Employees feel more engaged and connected to their goals, and they appreciate having more opportunities to discuss their progress and areas for improvement. This ongoing dialogue not only helps in identifying skill gaps and training needs earlier but also strengthens relationships between team members and leadership. As a result, we've seen an increase in employee satisfaction and retention, along with improved performance across the board. By prioritizing continuous feedback, we're not just evaluating performance; we're actively investing in our employees' growth, creating a more dynamic and motivated workplace.

Christopher Pappas · Answer

One impactful change we implemented in our performance-evaluation process is shifting from annual reviews to quarterly feedback sessions. Instead of waiting for year-end evaluations, we now hold structured, goal-oriented discussions every quarter. This allows us to address growth areas in real time, celebrate achievements, and set actionable goals that feel relevant and timely.
This change has been transformative. Employees appreciate the regular feedback cycle, as it provides them with clear direction and the chance to adjust their development plans throughout the year. It's been especially effective in fostering a culture of continuous improvement and engagement, where team members feel genuinely supported in reaching their professional goals. This shift to quarterly feedback has enhanced performance and boosted morale across the team.

Matt Little · Answer

I've shifted our performance evaluations to regular one-on-one check-ins instead of just annual reviews. This has encouraged open communication and allowed employees to discuss their progress, challenges, and goals more frequently. It also provides me with real-time insights into their development and helps employees feel more supported and engaged in their work. 
During these check-ins, we discuss specific projects and the skills they are developing. I encourage feedback from them about the resources they need to succeed. This approach has led to greater transparency and a clearer understanding of individual career paths, enhancing employee satisfaction and performance. As a result, I've seen increased motivation and a stronger team dynamic, which positively impacts our overall productivity.

Chris Percival · Answer

One impactful change we've made to our performance-evaluation process is shifting from annual reviews to quarterly feedback sessions. This more-frequent cadence allows us to provide timely, constructive feedback, set shorter-term goals, and address any issues before they escalate. It has created a more nimble approach to employee development, as individuals feel more supported and are better able to track their progress in real-time. As a result, we've seen improved engagement, faster skill development, and a stronger alignment between individual performance and company objectives.

Nurdes Gomez · Answer

In our approach to performance evaluations, we removed traditional performance ratings to focus more on meaningful development. We implemented a simple process that begins with a self-review, followed by a leader review concentrated on essential power skills, technical skills, and goal achievement. This is then capped with a one-on-one meeting to discuss next year's goals.
This shift has allowed for more personalized feedback, encouraging growth and open dialogue about career development without the pressure of a numerical rating, ultimately leading to stronger engagement and development alignment.

Archie Payne · Answer

The change I've made in the last few years that I feel has had the biggest impact on encouraging employee development is increasing the frequency of performance-evaluation conversations. In the past, we used the traditional approach of having these conversations during an annual review. What I found, though, was that this led to imbalanced follow-up on these performance discussions. More proactive employees would seek out additional feedback or set their own improvement goals, but there was no formal process in place to encourage this kind of ongoing development work.
Starting a couple of years ago, I increased the frequency of performance-evaluation conversations to happen on a quarterly basis. The difference was immediately apparent. Now, each of these conversations ends by setting improvement goals for the coming quarter, with a defined date to check in on the employee's progress and specific skills or knowledge areas the employee should target in the meantime. This has added a new layer of accountability and personalized coaching to the performance-evaluation process, and we've seen a marked increase in employee development progress as a result.

Linda Moore · Answer

One significant change I made to our performance-evaluation process at Slipintosoft that resulted in a positive impact on employee development was the implementation of 360-degree feedback.
As opposed to the traditional top-down assessment, we incorporated peer reviews and self-evaluations. This holistic approach provides employees with comprehensive, constructive feedback, giving them a well-rounded view of their performance.
Additionally, it illuminated skills and areas of improvement that traditional assessments may overlook, helping employees grow and develop professionally.
For example, one of our employees discovered a knack for problem-solving, a talent that was highlighted by peers but not directly tied to their role. This individual has since been given opportunities to utilize this strength in project-management situations, contributing to personal growth and improved team efficiency.
Our revised performance-evaluation process has proven invaluable, leading to enhanced employee engagement, and more importantly, personal and professional development.

Ahmad Elzahdan · Answer

As a co-founder at Audo, I made a simple but impactful change to our performance reviews. We shifted from an emphasis on outputs and instead focused on growth by evaluating employees based on progress toward personalized career development paths.
Each employee works with our AI-powered career coach to outline skills they want to build and create custom learning plans. During reviews, managers evaluate progress, provide feedback, and make resources available to support continued growth.
For example, a data analyst who wanted to improve their machine-learning skills was provided a course and mentor. Over six months, their work began integrating more machine learning, demonstrating clear progress. In their review, this progress was celebrated, additional courses were offered, and they received a promotion recognizing their evolving expertise.
This approach has boosted employee satisfaction by 23% and retention by 15%. People feel invested in and stay to achieve their full potential. It's a win-win, as we cultivate top talent and employees gain valuable skills to open new doors.

What Changes to the Performance Evaluation Process Positively Impact Employee Development for a Human Resources Manager?

What Changes to the Performance Evaluation Process Positively Impact Employee Development for a Human Resources Manager?

Shift to Continuous Feedback Loops

Implement Continuous-Feedback Model

Quarterly Feedback Sessions for Growth

Regular One-on-One Check-Ins

Timely Quarterly Feedback Sessions

Remove Traditional Performance Ratings

Increase Frequency of Evaluations

Implement 360-Degree Feedback

Focus on Personalized Career Development