openPR Logo
Press release

Study Shows Companies are Resistant to Change — 65% are Still Using Annual Appraisals

12-08-2017 01:53 PM CET | Business, Economy, Finances, Banking & Insurance

Press release from: Clear Review

Clear Review

Clear Review

In a recent webinar, Clear Review (www.clearreview.com) conducted a survey based on a pool of 200 UK-based participants. These participants included HR executives, senior managers, CEOs and business directors and were from a wide range of organisations, including Oxford University Press, Vodafone, Perkbox, Next, Visa, HMRC and Odeon Cinemas Group.

The survey covered the performance management systems these organisations had in place — specifically whether they operated under a traditional, annual appraisal system, or whether they were utilising a more continuous, agile approach to performance management.

What did the results show?

Many articles have been written on the topic of annual appraisals and how they are becoming. Evidence has shown they are time-consuming and ineffective, and many global conglomerates have traded in annual appraisals for regular performance discussions. Despite this, the results of the survey revealed that 65% of participants are still using annual appraisals. Of the remaining participants, 24% come from companies who are in the process of moving away from annual appraisals and only 11% had a continuous model of performance management in place.

Why are modern companies so slow to adapt and accept new methods of managing performance?

Why are companies refusing to move with the times and advance? What are their main concerns and what is holding them back? Based on follow-on questions, the Clear Review poll revealed that the following are the biggest reasons holding organisations back from transforming their performance management systems:

82% say they don’t have the right software to facilitate a transition away from annual appraisals, either claiming “we haven’t found the right solution” (53%) or “we have technology but it’s not doing the job” (29%) — This is not surprising given that most performance management software is still based around formal annual reviews or appraisals. Whilst some of these systems have attempted to adapt in order to be more agile, this survey shows that they are not cutting it when it comes to embedding a continuous performance management approach. It’s increasingly clear that in order for a successfully transition to continuous performance management, software that is purpose built for this is required.

60% of participants are concerned that they won’t be able to get managers to have more meaningful conversations with their staff — Continuous performance management is unlikely to succeed unless managers are given appropriate training, guidance and support. They need to be shown the benefits of more frequent conversations and how to conduct them, including how to give and solicit effective feedback and how to keep performance discussions productive.

Nearly a fifth of the participants weren’t sure how they would track the performance conversations — HR needs to know that regular performance discussions are actually taking place, and they need an effective tool to track this. This is the only way of ensuring that employees are receiving the support they need. Software can be used to resolve this problem.

12% state performance-related pay as an issue holding them back from continuous performance management — Many companies carrying out annual reviews use performance ratings to make decisions regarding bonuses and pay increases. Some are worried that agile performance management will pose problems in this regard. Whilst pioneers in continuous performance management have solved these problems successfully, the details of the solutions have not been well publicised and there is a lack of readily available, practical information on this subject.

9% don’t know how to convince senior managers that regular performance discussions are worthwhile — It can be difficult to convince senior members of staff to consider a radical overhaul. Many can become stuck in their ways and keep certain processes in place simply because “this is the way things have always been done”. This reluctance to adapt and advance can cost a company dearly. If senior managers are to be convinced, they need the appropriate facts and figures in front of them to show the business benefits of regular performance discussions.

Clear Review is a continuous performance management software system that has helped companies such as HarperCollins, Aston Villa Football Club and Clydesdale & Yorkshire Banking Group to improve employee performance and encourage meaningful, productive communication between employees and managers. Clear Review prides itself on being the most straightforward, easy-to-use performance management system on the market and was created by a passionate team of, performance management and HR experts.

CEO & Founder

Stuart Hearn is the CEO and founder of Clear Review. He is also an experienced performance management writer, speaker and former HR director with over two decades of experience in HR. In the past, Stuart co-founded PlusHR, a leading HR consulting and outsourcing organisation, and was International HR Director for Sony Music Publishing.

Clear Review

20-22 Wenlock Road
London N1 7GU
United Kingdom

hello@ClearReview.com

+44 (0)20 3637 4489

Press contact: Samantha Lyon (samantha@exposureninja.com)

This release was published on openPR.

Permanent link to this press release:

Copy
Please set a link in the press area of your homepage to this press release on openPR. openPR disclaims liability for any content contained in this release.

You can edit or delete your press release Study Shows Companies are Resistant to Change — 65% are Still Using Annual Appraisals here

News-ID: 852119 • Views:

More Releases for CEO

Interpreters Unlimited CEO Sayed Ali Named Finalist for CEO of the Year
Interpreters Unlimited (IU) is proud to announce that its CEO, Sayed Ali, has been named a finalist for the San Diego Business Journal's 2025 CEO of the Year Award. This recognition honors leaders who demonstrate outstanding business expertise, leadership, and community impact in the San Diego region. Ali, an accomplished entrepreneur and business leader, has spent decades building and growing successful companies. After immigrating to the U.S. from India in 1966
CEO Brittany Bearden of Clarens Ghostwriting and Publishing Wins the Global CEO …
CEO Brittany Bearden won the Global CEO Excellence Award for Publishing CEO of the Year 2024 (Nevada) through her hard work and dedication to Clarens Ghostwriting and Publishing. According to CEO Monthly, the Global CEO Excellence Award targets leaders who have made significant contributions to their firms and set new benchmarks in their industries and communities. This award recognizes exceptional leaders who have demonstrated innovation, leadership, and vision within their industries.
CEO
Covid - the best time to start a cyber company? U.K. cyber company announces five-year collaboration deal with top Indian brand to bring new A.I. driven cyber governance solution to the market. In April 2020, just as the lockdown was taking hold, we spotted a challenge set by Standard Chartered to solve their problem with cybersecurity regulation using artificial intelligence. We threw our hat in the ring and won out as
UAE Exchange CEO wins the Finance CEO of the Year Award
Mr. Promoth Manghat, CEO, UAE Exchange, is named the Finance CEO of the Year at Indian CEO Awards 2016, in recognition for business excellence and his achievements over the course of the past year as the CEO of UAE Exchange. Promoth received this award for his outstanding contributions in the progress of UAE Exchange. He has been instrumental in introducing various transformational processes in the organisation and instilled a passion
KnowBe4 CEO Sounds the Alarm on New Strain of CEO Fraud
(Clearwater, FL) February 24, 2016 -- A new strain of CEO Fraud (aka Business Email Compromise) reared its head at the offices of KnowBe4 in the form of a spoofed email from the CEO to accounting asking for a list of W-2s in PDF format. Luckily, the personnel and new CFO had completed a full battery of security awareness training and were able to spot something phishy about this email.
Ceo development coaching
International coaching foundation Executive & Business Coaching Foundation India Limited is India’s first institution dedicated to the cause of Coaching.,CFI’s Training division conducts programs in the executive and business coaching space to create coaches of international standing and participant is accredited as Leadership Development Coach and admitted as Associate Member of CFI.The primary objective of the accreditation process is to ensure that all CFI coach interns display adequate evidence of