Case Study: Objective Performance Reviews for a Media House

Introduction

A media house in Jakarta, employing 250 staff, faced challenges with subjective performance reviews that led to employee dissatisfaction and unclear career growth pathways. HRConsulta was engaged to transition the company from subjective to objective performance evaluations.

Project Objectives

The project aimed to:

• Develop objective performance metrics for creative and administrative roles.
• Improve employee trust in the appraisal process.
• Establish a structured framework for career development discussions.

Approach

The four-month project followed these steps:

1. Review of Current Practices
   • Conducted an in-depth analysis of existing appraisal methods.
   • Identified biases and inconsistencies in performance evaluations.
2. Framework Development
   • Designed role-specific performance metrics, balancing creativity and deliverables.
   • Introduced rating scales to quantify subjective elements, such as creativity and teamwork.
3. Training and Rollout
   • Conducted workshops for managers to reduce biases in performance reviews.
   • Rolled out the new system in phases, with pilot testing in one department.
4. Feedback and Adjustments
   • Collected feedback from employees and managers to refine the system.
   • Made adjustments to ensure fairness and applicability across roles.

Solutions Delivered

HRConsulta delivered:

• Objective Performance Metrics: Quantifiable metrics tailored to creative and administrative roles.
• Bias Reduction Training: Workshops to help managers conduct fair evaluations.
• Career Development Framework: Tools and processes for structured growth discussions.

Results and Outcomes

1. Increased Employee Satisfaction: Satisfaction scores improved by 22% due to perceived fairness.
2. Enhanced Transparency: Clear metrics and processes reduced ambiguity in appraisals.
3. Better Career Pathing: Structured reviews facilitated meaningful career development discussions.

Lessons Learned

1. Objective metrics enhance fairness and transparency in performance evaluations.
2. Training managers is critical to reducing biases and ensuring consistency.
3. Pilot testing and feedback loops are essential for successful implementation.