randstad workmonitor Q1 2019: 46% of employees make use of real-time feedback.

• 72% of employees are given a performance rating

• 19% of employees are never asked for feedback

The annual performance review has long been the only moment that an employee was reviewed by their direct manager. Given changing working circumstances and more informal working relationships, we asked the participants of the latest Randstad Workmonitor survey about how performance reviews are currently conducted at their employer.

real-time feedback

Nowadays, real-time feedback is finding its way onto the work floor, as currently 46% of employers use this method to review their workforce. 72% state that they are able and feel comfortable to provide feedback to their manager (as well as get feedback). Employees can share their feedback in various ways (see table below), however, globally 19% say that they are never asked to give feedback which is even higher in Italy (37%) and Japan (39%).

On a global level, 45% indicate that their employer organizes training on how to give and receive feedback. This happens most in India (78%) and least in Greece (27%).

At Randstad, we shifted about two years ago from the annual performance review to having Great Conversations, encouraging employees to exchange feedback both ways between managers and their direct reports while at the same time encouraging colleagues to do so with one another. We also organize training sessions for our employees to help them get used to the new way of sharing and receiving feedback.

Jos Schut, Global CHRO: “We moved from the traditional backward looking appraisal process to a future-oriented process using real-time feedback to make the conversations meaningful, aspirational and progress focused. This new approach made sure all of our employees have the opportunity to provide and receive frequent feedback to improve their performance, something the traditional appraisal process didn't offer.”

perception of giving and receiving feedback

People consider giving and receiving feedback as a good thing, as it

a) helps them in understanding their goals and how to achieve these (46%),

b) supports learning and developing themselves (37%),

c) increases their motivation (35%).

The flipside is that it can also be perceived as a bad thing, as it

a) can be hard to not take negative feedback personally or they don’t know how to react (26%),

b) makes them feel uncomfortable (20%),

c) makes them feel vulnerable (19%).

annual performance review

As said before, the performance review traditionally took place once a year. And although real-time feedback is fast becoming the norm, employees still perceive that an annual review also has its benefits. 68% of the global respondents say that the performance review is for their manager to give feedback, whereas the same percentage also have the feeling that they are able to have an open conversation with their manager. In addition, 63% state that they are encouraged to give feedback to their manager outside the regular performance review.

Although the majority has at least one  review once a year (globally 32%, Hong Kong highest with 52%), review frequencies vary across the board from half-yearly (Japan 31%), quarterly (China 27%) and monthly (Czech Republic 53%) to weekly reviews as is the case in Norway (15%).

quarterly recurring observations

mobility index flat

The number of employees worldwide that expect to work for a different employer in the coming six months was flat in the last three quarters and the Mobility Index remained stable at 111. Mobility increased most in Poland (+8), China and Hungary (+7), and Chili, Italy and Germany (+6). Mobility decreased most in Austria (-7), Luxembourg (-5), and Hong Kong and Malaysia ( -4). There’s no shift in mobility in the Netherlands, India, Sweden and Canada.

actual job change highest in India and lowest in Luxembourg

The actual job change shows an upward trend compared to last year and is slightly up to 25%). The actual job change increased in Brazil, Canada, Hungary, Japan, Singapore and Sweden compared to last quarter. Job change decreased in Malaysia, Mexico and  Luxembourg, which has still the lowest at 7%. India and Malaysia continue to record the highest percentages (44% and 36% respectively).

appetite to change jobs highest in India, lowest in Poland

Job change appetite – the desire to change jobs – increased in in Argentina, Canada, China, Hungary, Italy, New Zealand and Norway compared to last quarter. in Australia, Denmark, Hong Kong, Luxembourg, Poland, Romania, Sweden, Turkey and UK, the job change appetite decreased. The appetite to change jobs is still highest in India (44%) and lowest in Poland (31%).

job satisfaction highest in India, lowest in Japan

Compared to the previous quarter, job satisfaction increased in Denmark, India, Italy, Malaysia, New Zealand, Norway, Turkey and the US. Job satisfaction decreased in Argentina, Canada, Germany and Greece. India overtook Mexico, as job satisfaction is now highest in India (85%). In Japan people are least satisfied which fell to 44%.

Country data are available in the global report:

You can find all the previous Workmonitor reports on our website.

about the randstad workmonitor

The Randstad Workmonitor was launched in the Netherlands in 2003, and covers 34 countries around the world. The study encompasses Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility visible over time.

The Workmonitor’s Mobility Index, which tracks employee confidence and captures the likelihood of an employee changing jobs within the next 6 months, provides a comprehensive understanding of sentiments and trends in the job market. Besides mobility, the survey addresses employee satisfaction and personal motivation as well as a rotating set of themed questions. The study is conducted online among employees aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimum sample size is 400 interviews per country. The Survey Sampling International (SSI) panel is used for sampling purposes. The fourth survey of 2018 was conducted from 30 January until 15 February 2019.

about Randstad

Randstad is the global leader in the HR services industry. We support people and organizations in realizing their true potential. We do this by combining the power of today’s technology with our passion for people. We call it Human Forward. Our services range from regular temporary Staffing and permanent placements to Inhouse Services, Professionals, and HR Solutions, including Recruitment Process Outsourcing, Managed Services Programs and outplacement. Randstad is active in 38 countries around the world and has top-three positions in almost half of these. In 2018, Randstad had on average 38,820 corporate employees and 4,826 branches and Inhouse locations. In 2018, Randstad generated revenue of € 23.8 billion and holds the world’s number one position in its industry since November 2018. Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. Randstad N.V. is listed on the NYSE Euronext Amsterdam, where options for stocks in Randstad are also traded. For more information, see https://www.randstad.com/.

For more information:

Ingrid Pouw - director global communications

+31 (0)20 569 1732