Work appraisal discussions now commonplace
Published: 13 September 2009
In a best case scenario, having influence over one’s working conditions and work tasks occurs continuously every day. Methods of yearly planning and discussion have also been developed over time. These may play an important part in allowing employees to influence their own working conditions. Personal appraisal discussions are generally conducted about once a year at workplaces between workers and their superiors. In Finland, questions regarding such discussions have been asked in the national Quality of Work Life Surveys [1] in 2003 and 2008.[1] http://tilastokeskus.fi/til/tyoolot/index_en.html
More than half of employees in Finland have had a personal appraisal discussion with a superior in the past 12 months, according to the Finnish Quality of Work Life Survey 2008. Overall, 76% of these employees stated that they were satisfied with the discussions. In fact, the European Working Conditions Survey 2005 found that Finland had the highest score (79%) regarding the incidence of frank discussions with supervisors about work performance; the average is 48%.
More employees having appraisal discussions
In a best case scenario, having influence over one’s working conditions and work tasks occurs continuously every day. Methods of yearly planning and discussion have also been developed over time. These may play an important part in allowing employees to influence their own working conditions. Personal appraisal discussions are generally conducted about once a year at workplaces between workers and their superiors. In Finland, questions regarding such discussions have been asked in the national Quality of Work Life Surveys in 2003 and 2008.
The figure below shows the prevalence of personal appraisal discussions in these two surveys. Out of all wage and salary earners, 59% of those surveyed in 2008 revealed that they had an appraisal discussion with a superior. In the previous survey in 2003, the proportion of those reporting that they had appraisal discussions was already relatively high at 54%.
Employees involved in a personal appraisal discussion with superior in past 12 months (%)
Source: Finnish Quality of Work Life Surveys 2003 and 2008
Employees involved in a personal appraisal discussion with superior in past 12 months (%)
The differences between men and women with regard to the incidence of appraisals are not significant. However, the position held at the workplace and educational level have an obvious effect on the probability of personal appraisal discussions taking place. The more training a worker has, the more likely it is that the individual will have taken part in personal appraisal discussions. In addition, it appears that more white-collar workers (71%) have had personal appraisal discussions with their superiors than those working in blue-collar jobs (43%).
Employees satisfied with interaction
As part of the Quality of Work Life Surveys, respondents who had taken part in personal appraisal discussions were also asked about their level of satisfaction with their appraisal discussions. In both the 2003 and 2008 versions of the survey, the same proportion of respondents (28%) were very satisfied with their personal appraisal discussions. Furthermore, in both surveys, almost the same number of people were quite or very satisfied with these discussions (75% in 2003 compared to 76% in 2008). Women were somewhat more satisfied in this regard than men: in both surveys, 30% of women and 26% of men reported being very satisfied with their appraisal discussions.
Finns accustomed to personal appraisal discussions
The concept of personal appraisal discussions has become a rather successful part of Finnish working life, according to the findings of the Fourth European Working Conditions Survey (EWCS) carried out by the European Foundation for the Improvement of Living and Working Conditions (Eurofound). The EWCS contained a similar question about open discussions with supervisors. In this survey, Finland holds the leading position in Europe in terms of the incidence of discussions between workers and their superiors. Out of Finnish wage and salary earners, 79% reveal that they have had an open discussion with their supervisor regarding their work performance during the past year. The average in the 27 European Union Member States is only 48%.
It is interesting to note that countries which might be considered as the ‘typical players’ in this regard – comprising the Nordic countries, the Netherlands and the United Kingdom – do not have a leading position in this issue related to the development of working life. In fact, the primary countries in terms of personal work performance discussions are – in addition to Finland – a group of new Member States including Bulgaria, Estonia, Hungary, Latvia and Lithuania. The work culture in these countries apparently has some similarities with Finland, especially with respect to appraisal discussions.
Commentary
Personal appraisal discussions can have several meanings and results. Firstly, they offer an opportunity for both workers and their superiors to make plans about the division of work, personal development and continuous training. They also offer an opportunity to discuss social and psychological problems associated with the working environment. In addition, employees can discuss their wages or salaries and can try to have an influence on them. Nevertheless, individual pay systems and performance evaluations can also have a negative influence on individual workers or social relations.
Personal appraisal discussions work best when planning and development aspects are separated from the performance evaluation aspects. In fact, this strategy has already been adopted quite often in many workplaces in Finland.
Anna-Maija Lehto, Statistics Finland
Eurofound recommends citing this publication in the following way.
Eurofound (2009), Work appraisal discussions now commonplace, article.
