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Performance reviews should come with actual intentions

Posted on December 14th, 2011 Read time: 1 minutes

Many times, when HR administration rolls out an employee recognition program or performance review, it's not taken seriously by workers who tend to view it as the "flavor of the month," TLNT reports.

The main reason for this? Managers implement reviews without any true underlying intentions. After a review, workers want to see action taken, and unfortunately that is rarely the case.

"In my experience, the companies that come out successful from such initiatives are the ones with a strong 'bias for action,'" writes Abhishek Mittal of the human resources blog Mumblr. "They have a sense of urgency for getting things done, for making the workplace better, for taking the organization forward."

TLNT adds that this sense of urgency is all it takes for employees to feel they're being recognized for their work and their opinions, providing them with a greater sense of meaning and purpose.

The news source suggests that before performing any reviews, managers should be educated on what recognition really is, how to engage with (and listen to) their employees and how to shift the focus from "how" the job is being done to improving communication.

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