Do your performance reviews feel more like a formality than a catalyst for growth? Are they a source of stress and anxiety for both managers and employees? If so, it's time to rethink your approach. In today's fast-paced world, traditional performance management systems are falling short. A recent Gallup poll revealed that only 28% of employees strongly agree that their performance reviews are helpful (Source: Gallup, 2023). At ORGAKNOW, we've found that this disconnect stems from a common issue: 56% of companies, based on our client work, fail to clearly link individual performance goals to overall strategic objectives.

The Performance Review Problem

Let's face it: annual reviews often feel outdated and irrelevant. They focus on past performance rather than future growth, and they can be subjective and biased. Employees often leave feeling deflated or defensive, while managers struggle to provide meaningful feedback. A SHRM study found that 90% of HR professionals believe annual performance reviews are not an accurate reflection of employee performance (Source: SHRM, 2022). In our experience at ORGAKNOW, 26% of employees we surveyed in 2024 reported feeling that their annual review was "a waste of time." There's a better way.

ORGAKNOW: Your Partner in Performance Transformation

ORGAKNOW helps you modernize your performance management system, moving away from the dreaded annual review and towards a continuous, growth-focused approach. Our comprehensive solutions encompass:

• Objective Planning: Start with clear, measurable goals aligned with both individual and organizational objectives. This provides a solid foundation for evaluating performance and tracking progress. Research by McKinsey shows that employees are more motivated when they understand how their work contributes to the organization's overall goals (Source: McKinsey, 2021). ORGAKNOW's goal-setting framework, KNOWGoals has helped our clients achieve a 40% average improvement in employee goal attainment. KNOWGoals stands for Knowledge-driven Navigation for Optimizing Work Goals.
• Continuous Performance Management: Foster ongoing dialogue and feedback between managers and employees. Regular check-ins, coaching sessions, and informal feedback create a culture of continuous improvement. A study by Bersin by Deloitte found that companies with continuous performance management systems have 3x higher employee engagement than those with traditional annual reviews (Source: Bersin by Deloitte, 2018). Based on our observations, teams that implement weekly check-ins demonstrate a 15% increase in productivity.
• Mid-Year Review: Provide a formal opportunity to assess progress towards goals, identify roadblocks, and adjust plans as needed. This mid-point check-in ensures that employees stay on track and receive timely support.
• Year-End Review: Summarize overall performance for the year, focusing on key accomplishments, areas for development, and future goals. This review should be a collaborative discussion, not a top-down judgment. A PwC study emphasizes the importance of focusing on future development in performance reviews, rather than just past performance (Source: PwC, 2022). At ORGAKNOW, we advocate for a strengths-based approach to year-end reviews, focusing on how employees can leverage their talents to achieve future success.

The ORGAKNOW Advantage:

• Increased Employee Engagement: When employees receive regular feedback and support, they feel valued and motivated, leading to higher engagement levels
• Improved Performance & Productivity: Continuous feedback and coaching help employees develop their skills and reach their full potential, resulting in improved performance and productivity.
• Stronger Manager-Employee Relationships: Regular check-ins and open communication build trust and rapport between managers and employees.
• Data-Driven Insights: Track performance data and identify trends to make informed decisions about talent development and succession planning.