The Definitive Guide to Performance Managment … › sites › hr › files › imce ›...
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women heard very well not heard very well This research was generated by BambooHR and collected responses via an online survey from 1,933 professionals over the age of 21 who are currently employed by companies of more than 50 employees. 11% 9% 4% 4% 24% 32% 42% 46% 21-29 age age 30-44 men HR contributors managers age 45-54 age 55-65 More millennials admit to being tough on coworkers to make themselves look better than any other age group Older generations are less trusting of their organizations to keep feedback confidential Many younger employees say they oſten or always see changes as a result of the feedback they offer Women oſten feel less heard during formal performance reviews Men may see changes come from their feedback more oſten than women 70% 55% 66% 52% Nearly half of employees 55-65 years old prefer recognition in the form of monetary rewards While monetary rewards remain the top preference, 1 of every 5 millennials would prefer recognition in the form of public praise More women than men feel their performance reviews don’t accurately reflect their value to the company sometimes, rarely, or never see changes see many changes often Both men and women ranked open, informal conversations as the best way to motivate and engage employees 73% 53% Women are much less confident than men that their feedback will remain confidential 18% 26% When it comes to HR professionals, a “thank you” beat out monetary rewards as the top preferred form of recognition 47% 41% 26% 36% While both HR and managers tend to feel performance reviews are very valuable, only a third of contributors agree While bonuses and raises remain the preferred form of reward and recognition, 25 percent of contributors would be happy with a simple “thank you” Only 38 percent of contributors are comfortable being honest with their feedback 70% 58% 34% heard very well not heard very well Many contributors feel less heard in performance reviews than those in management and HR 65% 52% 38% 25% The majority of employees prefer to receive feedback either as projects are completed or during informal check-ins with their managers Most employees feel they remain unbiased toward others and honest about their own performance during performance reviews While traditional performance reviews may be flawed, employees agree that using some type of performance management system is important
Transcript of The Definitive Guide to Performance Managment … › sites › hr › files › imce ›...
women
heardvery well
not heardvery well
This research was generated by BambooHR and collected responses via an online survey from 1,933 professionals over the age of 21 who are currently employed by companies of more than 50 employees.
11% 9% 4% 4%
24% 32% 42% 46%
21-29age age
30-44
men
HR contributorsmanagers
age45-54
age55-65
More millennials admit to being tough on coworkers to make themselves look better than any other age group
Older generations are less trusting of their organizations to keep feedback confidential
Many younger employees say they o�en or always see changes as a result of the feedback they o�er
Women o�en feel less heard during formal performance reviews
Men may see changes come from their feedback more o�en than women
70%
55%66%
52%
Nearly half of employees 55-65 years old prefer recognition in the form of monetary rewardsWhile monetary rewards
remain the top preference, 1 of every 5 millennials would prefer recognition in the form of public praise
More women than men feel their performance reviews don’t accurately reflect their value to the company
sometimes, rarely, or never see changes
see manychanges often
Both men and women ranked open, informal conversations as the best way
to motivate and engage employees
73%
53%Women are
much less confident than men that their
feedback will remain confidential
18% 26%
When it comes to HR professionals, a “thank you” beat out monetary rewards as the top preferred form of recognition
47%41%26%
36%
While both HR and managers tend to feel performance reviews are very valuable, only a third of contributors agree
While bonuses and raises remain the preferred form of reward and recognition, 25 percent of contributors would be happy with a simple “thank you”
Only 38 percent of contributors are comfortable being honest with their feedback
70%
58%
34%
heardvery well
not heardvery well
Many contributors feel less heard in performance reviews than those in management and HR
65% 52% 38%
25%
The majority of employees prefer to receive feedback either as projects are completed or during informal check-ins with their managers
Most employees feel they remain unbiased toward others and honest about their own performance during performance reviews
While traditional performance reviews may be flawed, employees agree that using some type of performance management system is important
