Why You Should Ditch Traditional Performance Review for Behavioral Based Reviews

HR Resource
April 21, 2014 — 2,821 views  
Become a Bronze Member for monthly eNewsletter, articles, and white papers.

Many HR professionals and even managers agree that traditional performance reviews are not effective at all. Traditional performance reviews foster animosity and reduce employee morale, making them less loyal to the company as they perceive that the company is not concerned with employee development. In fact, this obsession with rewarding employees based on the amount of work rather than the quality of work. Additionally, often only one manager is involved in giving performance reviews and appraisals and he/she has no idea how well the employee is doing and often let bias creep in.

Behavioral-based performance reviews work better

This is why there is a push to remove traditional performance reviews from companies and to replace them with behavioral-based performance reviews. Behavioral-based reviews or appraisals are based on how people behave rather than how much work they have done. Instead of focusing only on the results that the employee is producing, this type of performance review uses behavioral observations scales. This type of review allows managers to understand how the employee approaches specific tasks, their behavior and thought patterns.

With such in-depth information, the mangers are able to truly understand how employees work and this allows them to decide what kind of job role is perfect for the employee. Armed with such information, the mangers can also help the employee get training and guidance in areas where they need help to improve their professional lives. As a result, behavioral-based performance reviews are more geared towards employee development, which in turn improves the quality of the work produced and employee efficiency.

Behavioral-based performance reviews also help mangers understand what competencies were used by the employee to handle tasks and responsibilities. Understanding if they are competencies agreeable for the eventual growth of the company also allows managers to decide what kind of training and guidance is required to improve these competencies. In this method, the focus is on employee development and this is the ultimate reward for any employee. 

HR Resource