Question

Debate Motion: Traditional performance reviews should be eliminated

Clarification - Traditional Performance reviews occur at least once a year; are a formal assessment method for evaluating employee's work performance and could incorporate any of the relative, objective or subjective methods of performance evaluations.

Provide good and detail points, agreeing on the statement. So Traditional performance reviews should be eliminated.

- Need solid point (better if it backed up by something)

- Examples are also welcomed

Answer 1

Traditional performance reviews should be eliminated for the following reasons

Knowledge economy – Times have changed and the performance of employees is not tied to specific tasks but intertwined with the work of other people giving rise to team performance rather than individual performance. Consider the rocket launch as an example, the performance of the entire team of scientists is important

Instant feedback – The current generation Z need quick feedback and recognition on the task completed by them. When the feedback is delayed, it results in employee turnover. Hence annual performance reviews should be eliminated to provide instant feedback to reduce the employee turnover

Market rate – Employees can be paid on external talent market rate compared to annual performance reviews. Payment based on talent enables the manager to get more work done with less trauma and stress promoting fairness in the company

Job experience – Annual performance reviews are built on the obsolete idea that the immediate supervisor is the coach guiding the employee but in reality, the employee learns a lot from the job experience and the failures made in the work

Clear focus – Annual performance reviews do not give a clear focus on the organization goals rather it develops discontent and cynical mind among the employees competing over each other instead of working as a team towards achieving the organization goals

Developing talent – Shame and blame are the main aspects of annual performance reviews instead of developing talent. This is cited as the main reason for eliminating annual performance reviews that creates discrimination among high performing and underperforming employees. Instead, organizations must focus on developing talent making the organization a learning organization making the employees feel good

Trust - Annual performance reviews are old-fashioned models of instilling fear in the minds of the employees (telling them right or wrong) and constantly watching them. The current generation hates this old approach and prefers conversations about missteps and steps developing a high level of trust leading to the development of self-management teams