Guest Blog Post by Summer Associate Josie Lopez
As the millennial generation becomes the majority of the workforce, the composition of the workplace is changing significantly, and companies are starting to realize they are going to have to keep up with the times. Growing up in the age of social media, information and feedback have become instantaneous, and no one expects continuous feedback more than millennials. Not only do they expect it, they need it. That’s why so many companies are moving away from the annual employee review, and opting to get in touch with their employees more often. The Gap, for example, does monthly coaching sessions between employees and management—known internally as “GPS” (Grow, Perform, Succeed)—instead of annual reviews. These more frequent meetings allow managers to give better feedback with real examples and solutions that can be implemented immediately.
It’s also time to ditch the old-school rating systems. Asking managers to rate employees on a 1 to 5 scale focuses on what the employee has done wrong, instead of focusing on who the employee is and how they can improve. To get better insight into its employees, companies are now using multi-rater feedback systems, which gather the input of managers, peers, coworkers, and clients. These questionnaires are also getting a more holistic view of employees by asking more in-depth questions. For example, instead of asking whether Sam “exceeded expectations,” individuals are being asked to rate a statement like, “I can always go to Sam for creative input.”
As the workforce changes, so too must the workplace. As we pass the mid-point of 2018, now is the time to revamp your old-school performance reviews and adopt a more continuous system that gives millennial employees what they want and what they need to stay engaged and successful in the workplace.
