In a recent webinar for The Ken Blanchard Companies, WD-40 CEO Garry Ridge asked participants to assess their performance review system. Over 400 people shared their thoughts in three key areas. Here are their responses to each question. How would you have answered these same questions on behalf of your organization?
Our organization’s performance review system provides valuable feedback and direction to employees.
- Strongly agree (24%)
- Slightly agree (54%)
- Slightly disagree (13%)
- Strongly disagree ( 8%)
Employees don’t receive surprise feedback at the end of the year that they never received during the year.
- Strongly agree (38%)
- Slightly agree (35%)
- Slightly disagree (19%)
- Strongly disagree ( 6%)
Our performance review system builds trust between managers and their people.
- Strongly agree (18%)
- Slightly agree (47%)
- Slightly disagree (22%)
- Strongly disagree (10%)
A good performance management system provides employees with feedback and direction that they can use throughout the course of the year to improve performance. A poor one focuses solely on evaluation. When that occurs, employees are often surprised by their year-end assessment with detrimental impact on trust and morale. Don’t let that happen in your organization. Find ways to help people win along the way by providing clear goals, day-to-day coaching, and frequent, informal feedback throughout the year.
To learn how Garry Ridge has created just such a system at WD-40, be sure to check out the on-demand recording of 3 Keys to Effective Performance Management. You’ll hear about the results of the polling and Ridge’s prescription for success.
