Generation Y and Performance Reviews
Posted by Jamie Resker on Tue, Jul 05, 2011 @ 02:48 PM
I think we pretty much know that most people dislike performance reviews: HR hates enforcing the process and chasing down the chronic offenders who never seem to make reviews a priority (65% + or – of your managers). Managers hate writing and delivering them. The majority of employees can’t say that they experience the performance review as a helpful developmental process. You may be aware of a movement around getting rid of the performance review all together: the 1950’s have called and they want their Performance Review Process back asap!
Then there’s this whole ball of wax around managing the generations. For example, generation X, that’s me, has grown up on performance reviews, just as sure as we all watched the Brady Bunch and Gilligan’s Island. We expect at least one a year. I’d say we’ve at least been brain washed into tolerating them.
We constantly here that generation Y needs lots of handholding, praise and can never have enough feedback. How does the “still stuck in the 1950’s Performance Appraisal Process” work for the Gen Y workforce? Now I could refer to the research of someone like Tammy Erickson, a widely respected expert on the multigenerational workforce. Research and data are great, but you want to know what’s even better? Hearing it from the source: a real live Gen Y specimen!
Enter Kyle Lagunas, HR Market Analyst at Software Advice. Knowing I have a keen interest in employee performance Kyle introduced himself and shared the article he wrote on how Gen Y REALLY feels about Performance Reviews. Really smart and a must read for all HR and talent management professionals charged with developing talent and retooling an often outdated approach to performance management. Here’s his post:
The workforce is changing. Just as a company would adjust its business model to a changing market, organizations must rise to meet the needs of the new kids on the block: Generation Y. One of the biggest questions posed to HR professionals has been, “Can Gen Y handle performance reviews without the sugar coating?” The answer is yes.
Some analysts have dubbed us “trophy kids,” and believe we grew up being rewarded for our endeavors regardless of scale or success. Many believe we cannot handle life in a less-than-adoring work environment. Contrary to popular belief, though, we don’t need our hands held or our egos stroked daily. It’s important for leaders and managers to understand things from our perspective, so they can get the most out of our performance reviews.
Here’s how we see it:
1. We don’t get it. You say performance reviews are important, but they are executed so poorly. Dust off your thinking caps, modernize your reviews, and capitalize on your most valuable asset (your people).
2. Lose the sugar coating. You weren’t the only ones suffering through the recession. Our idealism, though strong, has been tempered. If our performance can improve, give us strong, actionable feedback with measurable goals.
3. Connect with us. Regular feedback doesn’t have to be complicated. If you don’t have an instant messaging client in your office, get one. They’re a great tool for maintaining informal lines of communication (which we love).
4. Positive reinforcement isn’t a bad thing. Whoever demonized trophies should think again. Rewarding good performance can be as simple as an “Atta boy!” or “You go girl!” sent via email--and they go a long way in giving Gen Yers a sense of accomplishment.
To read this article in its entirety, check it out the Software Advice’s blog: A Generation Y Perspective on Performance Reviews