New report urges employers to treat performance reviews as a way to build relationships
It's the season of year-end performance reviews for many organisations across the world - and a new report has revealed that many employees aren't being completely honest and are holding back in their own reviews.
Findings from KickResume's poll among 1,365 employees globally revealed that 71% are bending the truth in self-reviews. Employees admit that they are:
- Mostly honest, but they make themselves look a little better (38%)
- Focus more on their strengths than on weaknesses (18%)
- Downplaying their abilities to avoid attention (8%)
- Saying what they think their boss wants to hear (4%)
- Exaggerating achievements for a better review (3%)
Only 29% of employees said they were "brutally honest" in self-reviews. Others, however, said they are holding back on certain topics, such as:
- Management feedback (36%)
- Real career goals (23%)
- Honest salary expectations (22%)
- Struggles and requests for support (18%)
"These choices show that the major taboos in self-reviews line up with broader workplace tensions: talking about managers, talking about money, admitting you might leave one day, or admitting you need help," the report read.
"Even when the form allows it, many workers feel there are unwritten rules about what shouldn't be said and they tailor their honesty around those boundaries."
What employees want from performance reviews
Despite the lack of honesty in performance reviews, the report revealed that employees see them as a genuine process in the workplace.
"Our data suggest that many employees genuinely want self-reviews to matter," the report read. "They're open to reflection, growth, and honest conversations about performance."
In fact, a third of the respondents (33%) consider performance reviews as a useful reflection tool.
A larger 39% noted that success is not because of self-reviews, rather in what managers do with the information they receive from the reviews.
"In other words, the value of the whole process hinges less on the form and more on the follow-through," it noted.
Using reviews to build relationships
Peter Duris, CEO and co-founder of KickResume, said their findings show how much people's feelings about self-reviews vary.
"While some find it a useful opportunity for self-reflection, most say it all depends on how their manager responds," Duris said.
The report noted that employers wanting to make the most out of performance reviews should treat the process as a way to build connections with employees.
"People genuinely want this process to matter. They want real conversations, specific guidance, and managers who read what they write and respond with something personal," the report read.
"If companies want self-reviews to truly work, they need to treat them as a way to build relationships rather than just a routine task."
