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Are employee reviews worth it?

Deciding whether or not I want to implement employee reviews for my startup. Have others felt that this is beneficial and does growth stem from reviews of this sort? How often should these reviews take place & should all coworkers take part in the review of each other since we are such a small/transparent team?


27 Replies

Brian McConnell
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Brian McConnell Entrepreneur
Head of Localization at Medium.com
Oh hell no. Constant feedback yes. Reviews no. They are only valuable for ass covering in advance of mass layoffs in a larger company. Sent from my mobile phone. Please excuse any typos or discombobulations.
Patrina Mack
1
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Patrina Mack Advisor
Experts in global commercialization
My experience with employee reviews is that they are a two way street. It's a chance for you to provide feedback but also get feedback. I think it's critical to 360 degree feedback. Fostering a culture of openness and establishing a mindset that we can all do better attracts high EQ employees. I know of a company where the staff are leaving because a co-founder is driving them away - startups can ill afford to lose valuable talent with deep product/company experience because someone on the team may manage up well but not know how to inspire a team to do their best. Also, as you're growing your team do you want them to vent on glassdoor and affect your future hires or would you rather know sooner when you can act on it?

NOTE: I'm not proposing that the review feedback be universally shared verbatim but that employees feel that they can honestly share how they really feel and feel heard is critical however that works for the size and maturity of your organization.
Olivier de Montety
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Olivier de Montety Entrepreneur
Fintech / Online Financial services Paris, Berlin & elsewhere
Review? Feedback? Don't know.Maybe just talk with your people and first listen, deeply, often, as often as possible. Tehn you will identify people who give you more value in these talks, you miht start calling them leaders/managers. But some very valudable and shy people have to be nurtured too. REcopgnising difference is central to your success
No you should never make a 360? review a public exercise, either people will say nothing, or it would become a Moscow trial sort of exchange, or you will have a full riot at hand or a mix :-)
Zhenya Rozinskiy
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0
Partner at Agile Fuel
If you are planning on doing a once a year review and call it a day, I wouldn't do it. It's not useful and can actually work against your goals.

I would however give employees constant feedback (constant means just that - constant, not scheduled monthly or quarterly or anything). Once a year I still like to do a more formal review that serves both as a feedback on the past year and a roadmap for the next year. I find that if feedback was provided all along it's an easy conversation and preparation of a review takes very little time.

Another tool that I highly recommend is a 360 review. Do them every six months if you can, but at least once a year. Spend time to build in right questions.
Betty Hasker
0
0
Betty Hasker Advisor
Business Development Specialist - Start growing your business today!
Absolutely, positively yes. Job descriptions and reviews are a critical function of building your business if done properly. If done incorrectly they are a waste of everyone's time. It's the exectution that creates the value, not the function itself.
Gabriel Magaña Gonzalez
4
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Systems Architect
I absolutely vote for reviews, but you have to do them right. Use it as an opportunity to get feedback. Make sure the review is a two-way street. Use them to follow up on longer-term employee goals that you can miss on less formal more frequent one-on-ones. Use them to follow up on longer-term employee requests (two-way street). Use the employee review as well to make sure your employee is paid well (potentially give a raise if it's earned).

Don't make mistakes that other companies make that give reviews a bad reputation. If you have a form for the manager and the employee to fill up, make sure it's short (1 page max). Make sure you ask the truly important questions only (how I feel I'm doing, in what did I do a good job, what do I need to improve, what do I need from the company? What did I want to accomplish in my career in the next X months/years? Add you own, non-BS questions.). Make it so the form does not need to have a book written in response to the questions. Have the employee submit the form to their manager before the review so the manager is ready and can address the questions.

If you're doing it right, the form takes less than an hour to fill (the answers must be thoughtful, after all) and the review should take half hour or less.

Without formal review every X months (I'd suggest no less often then quarterly), you will miss very important stuff that's always less important than the fire you have in front of you (such as giving a raise, following up on long-term goals and promises, etc). If you do not have a periodic review process, then have something periodic that forces you to follow up on both the good and the bad about the employee.

Betty Hasker
0
0
Betty Hasker Advisor
Business Development Specialist - Start growing your business today!
Agree Gabriel. Short and clear is the key, with plenty of opportunity for the conversation to be a 2 way street. Reviews are meant to encourage growth - both of the individual and the company.
Adam Metz
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0
Adam Metz Entrepreneur
Vice President at TerrAvion
Do you have clear MBOs
Paul Murskov
1
0
Paul Murskov Advisor
CEO @ HireKeep - If you haven't found it yet, keep looking. Don't settle.
Hi Megan,

Lots of mixed opinions on this but from my standpoint 100% yes. 1000% yes. Reviews are crucial, both external and internal. Platforms like Glassdoor.com provide a transparent and effective way to get reviews for your company. It drives leads and candidates to inquire about your company at the same time. You should never be afraid of reviews because this is really the way to gauge how well you are doing as a leader. I strongly believe that if you are going to ask for a review - it should be something that is public so it provides value for your organization in terms of a BD play. If you are so inclined to do so, you can first ask for internal reviews and then after you gauge how well you are performing in the eyes of your team - you can request them to write something publicly. If you don't like what you are seeing - you can always make appropriate changes.

Hope this helps!
Paul
Ellen Grace Henson
0
0
Ellen Grace Henson Entrepreneur
Engage and align product teams for customer satisfaction and business success
Rather than the often painful annual review - is it possible to have a culture of ongoing feedback and communications? Has anyone seen an approach to this that works well?
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