Dive Brief:
- Google is nixing its twice a year formal review process in favor of more regular check-ins and feedback, the tech giant announced last week.
- At least one check-in each year will be focused on learning and development, the company said in a blog post. Promotions will happen twice a year while employee ratings will take place once a year.
- The change in policy comes in response to employee feedback as well as “research, industry best practices, and all that we’ve learned about how to design processes for fairness and consistency,” the blog post said.
Dive Insight:
Google is the latest company to announce a change in their original performance review system favoring more regular check-ins. Notably, the company isn’t dropping its rating system entirely — a move that reflects ongoing trepidation about completely ending the practice.
Especially in the age of hybrid and remote work, employers are reconsidering how and when they perform employee reviews. Traditional reviews can take thousands of work hours for an entire company to complete, sources previously told HR Dive, prompting some companies to redesign the process altogether. Employers should be wary of using the review process to only look back, Jeff Andes, vice president of talent management at University of Phoenix, previously wrote for HR Dive, and instead use it as an opportunity to carve a path for an employee.
Google’s blog revealing its new process mentions a larger focus on employee development. This move reflects another trend in performance management: turning managers into coaches for their direct reports. While research has shown that managers who are invested in their employees’ career paths tend to cultivate happier employees, managers may not be ready to serve in that role. To ensure such a model finds success, experts recommended that employers invest in management training programs and provide the time and space for managers to take advantage of those offerings.
