Performance Reviews Reviewed

Research conducted at Cornell University has revealed that employees consider “narrative-only” feedback to be the fairest, and it produces the clearest understanding of what (if any) performance improvements are desired by management/supervision. In a survey of 1600 employees, they were asked to rate three different formats of performance reviews: numerical-only, narrative-only, or a combination of the two. Numerical-only was the least favored, on the bases that (1) numbers did not give a clear picture of what improvement was desired, and (2) reviews were perceived (by some, at least) to be unfair even when mid-range ratings were given. When numerical and narrative formats were combined, there were still negative perceptions. (Ironically, at the beginning of the study, those were what the researchers thought would be the favorites.) Narrative-only reviews were perceived by study subjects as the fairest, but the downside of that format is the lack of quantified data to use in determining bonuses or promotions, etc. Further, some supervisors may have difficulty presenting negative feedback orally and might consequently provide a more positive picture that would be warranted.