The State of HR: Trends and Change in 2019

Employee reviews should go far beyond a quick, 5-minute conversation where you ask them how they feel about the work they’re doing and if they have any questions. In fact, 90% of performance reviews are ineffective. These infrequent meetings should no longer be viewed as a standard procedure that has to get done. Instead, performance reviews should be used to provide employees with detailed constructive feedback that aligns with your company’s goals and values. Take advantage of this opportunity to promote business growth. After all, your employees are your greatest assets — ensure they’re producing exceptional work that reflects what your business stands for.

Constructive feedback is vital to an employee’s ongoing development. From A Players to under-performers, and everything in between, employees need timely, specific, and helpful feedback to reach their full potential. Positive feedback helps build confidence, while constructive criticism clarifies expectations and allows people to learn from their mistakes.

Maslow’s Hierarchy of Needs establishes a hierarchy of basic human needs. Maslow’s table prioritizes, in ascending order, the fundamental means of survival — food, clothing, shelter, safety — as they progress to the more sophisticated, intangible necessities for achieving internal growth — a sense of belonging, self-esteem, self-actualization. As an individual moves up the pyramid, they become more social and productive; each need contributes further to the individual’s full growth and potential. The same concept can also be applied to the workplace. What are the basic elements your organization needs to provide for your employees to successfully complete their duties, and what will you need to further provide in order to maximize individual contribution to the company and increase overall employee satisfaction?