|
Semi-annual Reviews
In some of the employee satisfaction studies we've conducted, there have been numerous requests for semi-annual reviews in the comments. We view this as a good idea.
Most employees who make such comments appear to be doing so because they want more feedback, not because they want more frequent pay increases. We commonly see the words "a year is too long to wait to find out if I am doing something wrong." Frequent feedback in the course of everyday business might dampen the cry for semi-annual reviews, but supervisors, being human, can't always be counted upon to give feedback when it should be given (although they still should be encouraged to give feedback when it is appropriate). A semi-annual review program institutionalizes the process of giving more frequent feedback.
The idea is not popular with all employees. Those with longer tenure tend to be satisfied with annual reviews. However, most of these people aren't opposed to being reviewed twice a year.
There is no need for a raise to accompany each review in a semi-annual review process. Every other review can be a point where employees and supervisors "check in" with each other. The employee benefits by not being "surprised" in a negative way at the end of without a review. The employer benefits by keeping employees more focused on goals and objectives.
If you know of an employee relations policy that works, please e-mail us at thelab@busreslab.com for publication on this site. Let us know whether to include your name or company, or a link to your company's site. We'll assume you want to remain anonymous unless you tell us otherwise. Please include the words "good policy" on the subject line.
Interested in learning more about The Business Research Lab's Employee Satisfaction Survey Packages? Check out our Gold and Silver Survey Packages.
To keep abreast of new information on our site and special offers, please sign our guest book.
|
