Want your organization to perform as well as Google? The secret lies in the employees’ performance. And, if you’re wondering how does Google do performance reviews to boost their employees’ performances, here are the five ways that it follows:

Mid-Point Employee Performance Check-Ins

Annual reviews can often be irrelevant. It is because feedback is mostly time-sensitive. Many things can change in a year. Hence, Google introduced a mid-point check-in with their workforce instead of waiting for an annual performance review. 

It also helps the employees see if they are on the right path to meet their goals by checking in before the review. As a result, they are given time to reflect and do better for their annual evaluation. 

Besides, it is ensured that these check-ins and annual evaluations are equally productive at Google. Also, their workforce feels protected when communicating about their work performance. 

Checking in halfway through the annual review period and creating a safe environment help employees improve their performance. Also, it helps foster trust with the staff. It also helps Google maintain its personal reputation management.

Include Self-Evaluations In The Performance Review

Employees get more in tune with their weaknesses when they are self-aware. As a result, they have fewer blind spots, which positively impact them and the organization’s bottom line.

Research shows that “79 percent of the employees have at least one blind spot.” This study also revealed that “employees at organizations with poor performance had 20%  more blind spots than those working at a financially strong organization.”

This is why they manage Google reviews using self-evaluations as the initial phase of the review process. The results of these self-evaluations are then compared with the 360-degree feedback of employees. 

Combine 360-Degree Feedback In The Annual Appraisal

The 360-degree feedback works because it gives a fully developed perspective. But, the process of collecting this feedback was overwhelming. Thereby, Google, 2013, simplified this process, and it paid them off. And after the change, the percent of employees who believed the feedback was helpful increased from 49% to 75%.

Moreover, Google doesn’t rely on the workforce to interpret its review results. Instead, the organization has an organized process for the management to share the feedback results. 

Apply “Upward Feedback” Survey

They say, “employees leave managers, not companies.” To eradicate this problem, Google annually conducts feedback surveys where managers are rated. Within two years of starting this survey, the average manager’s scores increased by 5%. 

The upward feedback works because teams are free to evaluate their managers. 13 questions are asked from the employees about their management. These questions revolve around the actions of managers and their behavior with their teams, such as:

• My manager considers the complaints of an employee;
• I would refer my manager to other employees;
• My manager has technical expertise;
• I am content with my manager’s performance;
• My manager does not micromanage;
• My manager values the perspective and feedback I bring, even if it differs from their perspective;
• My manager shares constructive feedback that helps me improve; 
• My manager keeps the team focused. 

Apart from this, managers at Google are also encouraged to start a conversation with their teams and share their results. As a result, they can clarify the responses and improve their performance. Although research revealed that not all the staff members feel at ease being in an open dialogue. But, such reviews help with overall employee engagement. And they are also helpful with the personal online reputation management of the organization.

Conduct Regular One-On-One Meetings

One-on-one meetings are one of the common review methods in many companies, including Google. These meetings make the employees feel valued. Also, they help with employee development and strengthen relationships between management and employees. As a result, the employees are more likely to engage. 

The common attribute within the successful teams at Google is mental safety. This kind of safety is built via transparency and assurance. And one of the ways to build it is via these meetings.

One of the Google research reveals that managers who conducted frequent one-on-one meetings were the most top-rated ones. Therefore, the organization now recommends that every manager conduct these meetings regularly. These meetings often include identifying growth opportunities, goal-setting, and relationship building. 

However, it is normal for some employees to find these meetings fairly intimidating. It can be challenging for some managers to develop productive questions and gauge the efficacy of these meetings. But, such performance reviews help boost the retail reputation management of any organization.

All in all, it all boils down to employees’ performance. If you follow these performance reviews, you’d be able to get a clear picture of where your employees stand. It is sure to help you improve their engagement and commitment. And as a result, your organization is destined to bloom. 

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