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3 common Misconceptions of Performance Reviews

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Some say performance reviews are a thing of the past; a waste of time for everyone involved. If you’re part of these naysayers then most likely you haven’t been part of a culture that embraces the year-round significance of performance reviews.

Performance reviews are essential to workplace management yet often times they hold lower weight amidst a sea of projects, to-do lists, meetings and more. Supervisors tend to look at performance reviews through jaded lenses, but what they may be overlooking is the fact that effective performance management leads to improved productivity. According to a survey by Towers Perrin, of 203 top executives across all industries, organizations in which employees were measurement-managed were identified as being in the top one-third of their industry. The findings indicated that employee performance reviews are the most important measurement tool separating a highly productive firm from the rest of the market.

Three Common Misconceptions

Performance reviews are more than rankings on paper; in fact, today they have evolved into a highly engaging tool for managers and employees alike. However, there are still a few misconceptions regarding performance reviews that need to be addressed:

  1. Performance reviews are a benefit for managers only

Transparency is appreciated in the workforce today. Employees have more responsibility and are encouraged to express their concerns and ideas. One unique way to encourage involvement from all levels in your organization is through 360 degree reviews. This opens the door for two-way communication between employees and management. Organizational leaders can offer feedback to employees and vice versa. 360 degree reviews are in conjunction with performance reviews and offer an additional way to improve workforce efficiency, productivity and engagement.

You can make this even more beneficial by having your employees self-assess. This allows your employees and managers to see exactly where your employees see themselves. The information gathered empowers both parties and opens up yet another line of dialogue between the employee and manager.

  1. Feedback should only happen annually

Whoever decided feedback was only necessary during annual performance reviews doesn’t understand the proper ways in which to communicate in the workplace. In order to be effective, feedback should be given on a regular basis. Feedback not only gives recognition to employees for their efforts, but it keeps them engaged and accountable. A great way to open the lines of communication can be done through monthly or weekly one-on-ones.

  1. Goals should be set and then left alone

Just as business initiatives have to be adaptable so too should departmental and personal goals. Goals should constantly be re-assessed and more than just at the beginning of the year or even every quarter. It is important to keep goals in line with current priorities within your organization. Try utilizing development and professional goals with each employee. Take this into consideration when beginning the performance review process. What were the goals? How have they changed? Do they accurately reflect current market conditions as they stand today?

If you recognize the faults as stated above, then you are on track for a successful performance review. In order for performance reviews to add value, managers must offer a chance for self-assessment, meet communication expectations and readdress goals on a consistent basis. If these are met, then performance reviews can result in improved efficiency, productivity and employee morale.



Author Bio: As a Human Resource Professional with over 20 years of experience, Jenny has extensive experience in management, mentoring, policy development and recruiting. Jenny's team player mentality and leadership abilities make her an elite HR Director who is always on top of the latest HR trends. She relentlessly directs associates and executives to achieve their maximum potential for both themselves and their companies.


How to Train your Workforce Using 1 Item in Your Pocket

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Everyone needs training, whether it’s basic, new-hire, how-to-get-started training or professional development. Training employees provides your company with a competitive edge in business for a number of reasons, not the least of which is that you end up with knowledgeable, capable employees who are as invested in the company as you are with them.

And guess what? You’re already training your employees, whether or not you realize it. From employee orientation on day one to continuing education, you’re training your business on the essentials. The thing is, you could be training in a simpler way.

Streamlining your company’s training and learning program doesn’t have to be time-consuming or intimidating. Take Paycom Learning, for instance. If you have a camera-equipped phone or a PowerPoint slideshow, you have the materials you need to create a training! In a couple of easy steps, you can save your company time and money by creating easy, everyday trainings.

Record Your Training

Nearly two-thirds of Americans have smartphones. Simply take that phone out of your pocket and record a video (or an audio message) of the training. For example, one of the first things a new hire needs to learn is how to utilize the features of his or her desk phone. You also may want to train your restaurant hosts on how to properly welcome guests. A two-minute video with a rundown of various details is an easy way to knock out basic getting-started tasks.

Upload Training to Paycom Learning

When you are finished recording, just upload the file to Paycom Learning and assign it to employees. They’ll be able to access the training via Employee Self-Service, from wherever there is an internet connection. Employees love easily accessible information; 75 percent of millennial workers are eager to utilize online learning. Podcasts are an easy way for employees to access training at their convenience, such as on their daily commute to work.

Measure Results

If you want to ensure your employees are retaining the information, considering adding a quiz. You also can monitor who has completed assigned training and easily review results.

Four Ways to Utilize Training

If you’re wondering how training applies to your company, here are four ways companies can utilize training:

  1. Practical, on-the-job training: Who is the expert in certain areas of your business? Record him or her demonstrating how to work the company alarm system, emergency procedures, email set-up and other trainings that otherwise would happen in person.
  2. Compliance training: What training is needed to comply with industry regulations? For example, how to properly wash your hands for food service or the procedures for reporting an on-site accident. Ensure that all employees are correctly and consistently trained.
  3. New-hire training: How many new hires do you have annually and how much time does it take to train them on the same standard tasks? Cut down on the time it takes to get them up-to-speed by simply recording one training and uploading it to Paycom Learning.
  4. Communicating important messages: How do you track who has seen an important companywide memo? Instead of mass-emailing employees, record important messages such as quarterly financial updates or the company’s vision statement, and post them to Paycom Learning. You then can generate reports on who has or hasn’t viewed the message.

When it comes to training, you’re already doing it, but don’t overcomplicate it. Training is easy when you use Paycom Learning.

Holly Faurot

by Holly Faurot

Author Bio: Faurot, vice president of client relations, has served in a number of roles during her tenure at Paycom, including regional vice president, sales training manager and sales consultant. A born leader and a 2012 honoree in Oklahoma’s 30 Under 30 awards, she has helped a number of individuals and clients achieve success through her energetic spirit. The product of a dairy farm in Kenefic, Okla., Faurot was taught at a young age the importance of working hard, being honest and having a desire to help others.

master compliance

3 Ways Your HR Team Can Master Compliance

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Complex rules, weighty administrative responsibilities, zero margin for error: When it comes to complying with employment legislation, the burden for U.S. businesses — both large and small — is substantial.

Small and medium-sized businesses in particular must manage their resources wisely, and can find it increasingly difficult to allocate the staff – and the time – to manage all of their company’s obligations for complying with today’s labor legislation. Larger businesses, with thousands of workers employed across state lines, face the challenge of ensuring HR teams are following the right rules. It’s no wonder managing compliance can feel overwhelming.

But it doesn’t have to be. Implementing a few best practices can make it easier to master the growing compliance burden and protect your company.

Here are three best practices to help you master compliance.

1. Automate Your Compliance Processes
Not only are government agencies producing a ton of rules and regulations, but businesses also have to deal with the mounting complexity of those regulations. The Affordable Care Act (ACA) is a perfect example. It’s one of the most complex pieces of federal legislation ever conceived, and despite many HR leaders’ best efforts, the nuanced nature of government regulations, like ACA, makes manually tracking and storing information time consuming and precarious.

Enter automation.

Automation improves a business’s efficiency and takes some of the guesswork out of complex processes. Specifically, the right system should be able to automate tasks like tracking garnishment payments and sending required COBRA correspondence. Through automation, businesses gain something truly valuable — peace of mind.

2. Proactively Find Areas of Risk
The risk of noncompliance is real and felt most notably in steep costs. Take the Fair Labor Standards Act as an example.

Not only do businesses have to contend with rising penalties associated with noncompliance, but class-action and wage-and-hour lawsuits add a painful one-two punch. These blows can leave marks. In fact, according to a report from Seyfarth.com, there has been a staggering 115 percent increase in value of the top 10 wage-and-hour class-action settlements since 2014.

But wait, there’s more: Litigation lawyers with splashy ads and the ubiquity of online information actually encourage employees to file claims against their employers. Additionally, the U.S. Department of Labor’s Wage and Hour Division has increased the number of investigations by 35 percent in the last six years. These investigations are launched independently of employee complaints.

With the odds seemingly stacked against businesses, foresight and planning is crucial. Businesses that have the ability to quickly audit their workforce by gathering easily accessible and accurate data can proactively manage their risk of noncompliance and find opportunities for improvement.

3. Be the Ultimate Resource for Your C-Suite
Big regs can mean big changes for businesses. Take, for example, recent changes to overtime regulations. On its face, overtime expansion looks like a simple question of time and labor. The solution may seem simple as well: Cut a few hours here or reassign a few duties there in order to avoid increased labor costs. However, because the salary threshold essentially has doubled, controlling overtime costs can require many changes to how a large percentage of a company’s workforce is paid and scheduled.

That’s why it’s so important to provide your C-suite with the data and information it needs to make the best decisions for your company.

Experienced executives rely on key event alerts; intuitive, automatic reporting; and legislation overviews to keep them at the top of their game. Additionally, those types of tools give HR leaders crucial time to prepare solutions and points of reference when presenting recommendations in the boardroom.

Just as the Industrial Revolution’s spinning jenny replaced the laborious job of hand-spinning wool and cotton, HR technology can drastically improve a business’s efficiency and output. Automation features like push reporting allow companies to schedule reports for things like expiring employment authorization documents and ACA status changes.

We know when it comes to leading your company through intensifying government regulations, you don’t simply want to make it — you want to master it. With these tips and the right HR technology, you can be well-positioned to do just that.

DISCLAIMER: The information provided in this blog is for general informational purposes only. Accordingly, Paycom and the writer of the above content do not warrant the completeness or accuracy of the above information. It does not constitute the provision of legal advice, tax advice, accounting services, or professional consulting. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal or other professional services.

Katy Fabrie

by Katy Fabrie

Author Bio: Katy Fabrie is a Marketing Specialist at Paycom where she assists with executing integrated marketing campaigns. With extensive experience in both writing and research, Katy enjoys crafting content that helps HR professionals develop strategies to reach their goals. Katy has created both digital and printed content for a myriad of local and national companies, and she enjoys continually expanding her HR knowledge base. Outside of work, Katy enjoys reading, running and spending time with her husband, Colby, and dog, Fox.

Paper work

IRS Releases Final, Updated 2016 ACA Forms

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By now, it’s likely you’re aware that several forms of transition relief from the Affordable Care Act (ACA) that were available in 2015 have expired, and only limited relief continues to apply in 2016.

As a result, the Internal Revenue Service has removed references to 2015 transition relief from 2016 Forms 1094- and 1095-C. It’s important that employers understand how these changes affect the way they will complete 2016 forms and provide data to the IRS.

In summary:

  1. Transition Relief check box removed

Employers no longer will be able to select “The Qualifying Offer Method Transition Relief” box on Form 1094-C, or use codes 1I and 2I to complete Forms 1094 and 1095-C. In 2016, employers will use new codes 1J and 1K to show they offered minimum essential coverage to employees, their spouses and dependents for all 12 months of the calendar year.

  1. Safe harbor increases to 95 percent

Applicable large employers (ALEs) now must offer health care coverage to 95 percent of their full-time employees in order to check “yes” in Part III of Form 1094-C.

  1. Full-time reminder added to Form 1094-C

ALEs with 50 or more full-time or full-time-equivalent employees must follow guidelines in 2016. On Form 1094-C, the phrase “Section 4980H” was added to remind filers that the 30-hour-per-week definition of “full-time employee” applies for purposes of completing Part III of Form 1094-C.

What you can do

While these changes seem insignificant, not taking them into account when completing your ACA reporting could result in noncompliance with increasingly strict requirements. This, combined with elevated penalties and fast-approaching 2017 reporting deadlines, may have you looking for a payroll provider who can assist you with ACA compliance. If so, choose a company that can file Forms 1094/1095-B or -C on your behalf and offers ongoing monitoring and education features to help you proactively manage ACA compliance.


DISCLAIMER: The information provided in this blog is for general informational purposes only. Accordingly, Paycom and the writer of the above content do not warrant the completeness or accuracy of the above information. It does not constitute the provision of legal advice, tax advice, accounting services, or professional consulting. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal or other professional services.


by Amy Double

Author Bio: Amy, a tenured professional in sales and marketing with over 10 years of experience, is dedicated to creating content focused on helping organizations achieve their business goals. As an experienced writer, Amy is committed to researching and blogging about topics that affect businesses across multiple industries, including manufacturing, hospitality and more. Outside of work, Amy enjoys reading, entertaining and spending time with family.

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