{"id":21945,"date":"2023-06-14T01:39:00","date_gmt":"2023-06-14T01:39:00","guid":{"rendered":"https:\/\/www.goodacademic.com\/blog\/questions\/discussion-post-responcethere-are-two-posts-i-just-need-a-responce-to-each-one\/"},"modified":"2023-06-14T01:39:00","modified_gmt":"2023-06-14T01:39:00","slug":"discussion-post-responcethere-are-two-posts-i-just-need-a-responce-to-each-one","status":"publish","type":"questions","link":"https:\/\/www.goodacademic.com\/blog\/questions\/discussion-post-responcethere-are-two-posts-i-just-need-a-responce-to-each-one\/","title":{"rendered":"discussion post responce(There are two posts I just need a responce to each one)"},"content":{"rendered":"

Kelsey
\nCassady<\/span><\/h3>\n
\n

Top of Form<\/span><\/p>\n<\/div>\n

Hello Class!<\/span><\/p>\n

One of the questions I
\ndecided to answer was number 4 because I personally have opinions on
\nperformance reviews. After researching how others felt about reviews, I learned
\nthat employees like getting them to know what their bosses think of their work.
\nAlthough performance reviews are nerve wrecking, majority of employees like to
\nhave them because they want to know if they need to improve in certain areas or
\nif they are thriving in them (Sturt, 2019). I also learned that employees would
\nrather have more reviews than less. 75% of workers like performance views and
\n65% of workers want more reviews per year (Sturt, 2019). The second question I
\ndecided to research was number 3. After researching this I found out that yes,
\nit is important to take time for the performance reviews and devoting time is
\nsignificant for them. It is important to take time to give reviews because it
\ngives employees the opportunity to see what they need to improve on and to
\nunderstand the process better if they are confused (Gross, 2023). Taking the
\ntime to give the employees a thorough review will help the company grow as a
\nwhole because the performance will just keep getting better as more reviews
\nhappen. <\/span><\/p>\n

 <\/span><\/p>\n

Sturt, D. (2019). How
\nEmployees Really Feel About Performance Reviews. The Answer Is
\nIronic. <\/i><\/span><\/p>\n

  <\/span><\/i>Retrieved from: How Employees Really Feel About
\nPerformance Reviews: The Answer Is <\/span><\/a><\/span><\/p>\n

  Ironic (forbes.com)<\/span><\/a><\/span><\/p>\n

Gross, B. (2023). The
\nImportance of Timely Performance Reviews. Is It a Problem if Our
\nPerformance <\/i><\/span><\/p>\n

 <\/span><\/p>\n

 Views Are
\nLate?. <\/span><\/i>Retrieved from: The Importance of Timely
\nPerformance Reviews – <\/span><\/a><\/span><\/p>\n

  AllBusiness.com<\/span><\/a><\/span><\/p>\n

Spike Wallace<\/span><\/b>Top of Form<\/span><\/span><\/b><\/p>\n

How happy are workers
\nabout reviews happening once per year? Would they prefer more or less frequent
\nfeedback?<\/span><\/b><\/span><\/p>\n

 <\/span><\/p>\n

Research shows fair,
\nfrequent, and accurate feedback is essential to employees, and unfair
\nperformance reviews could lead to workers quitting their jobs. In 2019 Reflektive
\npolled more than 1,000 U.S. employees, 85% of workers stated they would leave
\ntheir job if they received an unfair job review. Data also showed 92% want
\nfeedback more frequently than once a year, 49% said they would prefer feedback
\nweekly, while 72% said they would prefer monthly feedback from managers.
\nRegarding reviews, 64% said they received helpful feedback from their
\nperformance evaluation, 45% felt it gave them \u201cface time\u201d with managers, while
\nanother 41% said it helped them understand what they needed to do to get
\npromoted. Researchers found 54% had been overlooked for a promotion for unknown
\nreasons, and 25% felt an inaccurate review caused a missed promotion. Other
\ncauses were 36% blamed on managerial changes and 28% based on bias and favoritism.
\nAccording to Rachel Ernst, \u201cEmployees crave accurate, growth-oriented feedback
\n\u2013 and they do not want to wait until an annual job review to get it.\u201d When
\nemployees receive attention, recognition, and improvement guidance from
\nmanagers, they tend to be more engaged and productive. Employees need to know
\nhow managers view their work. <\/span><\/p>\n

 <\/span><\/p>\n

Is the time devoted to
\nperformance reviews significant (3+ weeks per year)?<\/span><\/b><\/span><\/p>\n

 <\/span><\/p>\n

Recent studies show 67%
\nof respondents stated they preferred more regular feedback than annual
\nevaluations. A lot can happen in a year, issues from 6-12 months back are no
\nlonger relevant or have since been resolved, which is why as a rule most
\ncompanies conduct performance reviews every 3-6 months. This keeps feedback
\ntimely and relevant, as issues can be handled accordingly at an earlier stage.
\nSome employees need reviewing more frequently than others to ensure they are on
\ntrack, and to help them stay focused and motivated. Although no law requires
\nemployee performance reviews, there is value in the reviews, as they can
\nidentify growth development opportunities like promotions or departmental
\nexperience training. Evaluations also lead to higher retention rates for the
\norganization. <\/span><\/p>\n

 <\/span><\/p>\n

 <\/span><\/p>\n

How Often Should Employees Have
\nPerformance Reviews? – Lawpath<\/span><\/a><\/span><\/p>\n

Workers Want Fair, Accurate
\nPerformance Reviews (businessnewsdaily.com)<\/span><\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Kelsey Cassady Top of Form Hello Class! One of the questions I decided to answer was number 4 because I personally have opinions on performance reviews. After researching how others felt about reviews, I learned that employees like getting them to know what their bosses think of their work. Although performance reviews are nerve wrecking, […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","meta":[],"disciplines":[1112],"paper_types":[],"tagged":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/questions\/21945"}],"collection":[{"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/questions"}],"about":[{"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/types\/questions"}],"author":[{"embeddable":true,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/comments?post=21945"}],"version-history":[{"count":0,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/questions\/21945\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/media?parent=21945"}],"wp:term":[{"taxonomy":"disciplines","embeddable":true,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/disciplines?post=21945"},{"taxonomy":"paper_types","embeddable":true,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/paper_types?post=21945"},{"taxonomy":"tagged","embeddable":true,"href":"https:\/\/www.goodacademic.com\/blog\/wp-json\/wp\/v2\/tagged?post=21945"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}