Performance Reviews: A Generation Y Perspective

By Kyle Lagunas, HR Market Analyst, Software Advice

UCLA Anderson School of Management Professor Samuel Culbert argues in his article, Get Rid of the Performance Review, that reviews are “little more than a dysfunctional pretense.”  What Culbert fails to distinguish, however, is that some reviews are better executed than others. Performance reviews are not innately bad, Although Culbert would have you believe otherwise. And whether you love them or hate them, they aren’t going anywhere.

That said, the workforce is changing. The archaic processes organizations have relied on for the last two generations simply have been rendered obsolete by swiftly evolving technology in the workplace. As such, companies that would adjust its business model to meet the demands of a changing market, must likewise rise to meet the demands of the freshest crop of faces in the workforce: Generation Y.

Many HR professionals are asking the same question: Can Gen Y handle the performance review process without a sugar coating and cream filling? (FYI: We can) In an interesting and thought-provoking article, Ira S. Wolfe dubs Gen Y “trophy kids”, arguing that managers must “tread lightly when making even the most benign critique.” Whether we hit foul balls or home runs over the course of a year, the assumption is that we expect to be applauded and rewarded in our annual reviews.

Although I don’t entirely agree with Wolfe’s candid, and sometimes harsh, views of Generation Y, there is definitely some truths in what he has to say. For organizations interested in helping their Gen Y employees elevate their game, it’s important to explore these truths and understand performance reviews from our perspective.

1. Make the most of the review. We, like, totally don’t get it… There are too many organizations out there treating performance reviews as little more than a matter of course. Performance reviews are our best chance to get quality face time with leadership and to gain insight into their expectations of us. Share your vision with us, and sell us on it. Generation Y is patently idealistic, and we love to know we’re contributing to something bigger than ourselves. You don’t have to make every review life changing. However, we need to feel like we are part of something bigger than ourselves. Help us see the end result of our compartmentalized functions and you’ll be surprised at how engaged we can become. An engaged Gen Y’er is a happy Gen Y’er.

2. Lose the cream filling, and challenge us to succeed. We understand the reality behind the glitter and gilt we were promised as kids. The recession affected us, too! In fact, according to a Pew Research Center studyreleased last year, about 37% of Gen Y is underemployed (the highest percentage in three decades). In the workplace, we appreciate honesty, even if it means getting some tough love. Although we might be surprised when a manager tells us we didn’t perform up to par, don’t write us off as complete dolts. Let’s talk about it, figure out where we went wrong, and come up with a game plan with clear, measurable goals. Take it one step further, and follow up with us throughout the year. Create some accountability. Foster some collaborative effort and we’ll rock your socks off.

3.  Don’t just talk to us – connect with us. We know you have a lot on your plate, and we don’t need you to hold our hands, but regular feedback is invaluable to us. You may have noticed, though, that we communicate through new channels; we’re not big fans of printed memos in triplicate. Do you have an office instant messaging client? If not, get one. Chat is an awesome way to stay connected with your Gen Y employees. Social media tools like Yammer and Chatter offer a great way to collaborate and perform informal check-ins. They also give your team a chance to connect with each other for quick questions and knowledge sharing. Open communication establishes a solid connection to the organization for Gen Y’ers, which is a key ingredient in loyalty and retention. Get some conversation flowing, breathe life into your open door policy, and watch it grow.

4. Positive reinforcement isn’t a bad thing. Who decided to demonize trophies in the workplace, anyway? Just because we’re not on a football field doesn’t mean we shouldn’t expect to be recognized for stellar performance. I may not be as satisfied with a plastic “gold” medal as I was in middle school, but we all like being rewarded for “crushing it” (as my boss is wont to say). Check out this neat iPhone app, iAppreciate. It’s cool, it’s easy, and it’s free, and those little “Atta boy!” or “You go girl” emails go a long way in keeping us motivated.

We may be asking a lot, but that’s because we’re ready to give you all we’ve got. The line between work and personal life has blurred in recent years, and this is especially true for Gen Y. When we talk about reviewing performance and recognizing a job well done, we’re not talking about ranking systems and shiny pieces of plastic. We’re talking about cultivating ongoing relationships between employers and employees. From a Generation Y perspective, that’s definitely something worth investing in.

Ken Nowack

Kenneth Nowack, Ph.D. is a licensed psychologist (PSY13758) and President & Chief Research Officer/Co-Founder of Envisia Learning, is a member of the Consortium for Research on Emotional Intelligence in Organizations. Ken also serves as the Associate Editor of Consulting Psychology Journal: Practice and Research. His recent book Clueless: Coaching People Who Just Don’t Get It is available for free for a limited time by signing up for free blog updates (Learn more at our website)