3 Reasons Why Employee Feedback is a Waste of Time

by Melany Gallant | Posted | Performance Management

3 Reasons Why Employee Feedback is a Waste of Time

Allow me to let you in on a little big secret: Giving employees feedback is a waste of time. Daily feedback, weekly feedback, monthly feedback, quarterly feedback, annual feedback - All feedback is a waste of time.

That's right. Giving employees feedback is useless.

In Gallup's 2013 State of the American Workplace report, it found that 70 percent of U.S. workers are not engaged at work. Gallup also estimates the cost of disengagement to be up to $550 billion per year.

I mean, we're halfway to the cost of disengagement becoming $1 trillion, so why don't we just keep going? What's another half a billion dollars? If you think about it, we already have zombies as part of our workforce, so reaching that $1 trillion milestone will take no time.

There are literally thousands (dare I say millions?) of reasons why giving employees feedback is a waste of time. So, to save you time and get you back to your regularly scheduled programming as fast as possible, here are the top three reasons why employee feedback is a waste of time.

The majority of your employees are Millennials

Major barf. I'm sorry, I spend too much time listening to Millennials Twittering or Facebooking or LOLing. According to the U.S. Bureau of Labor Statistics, Millennials will make up nearly 50 percent of the workforce by 2020.

Since Millennials are lazy, easily bored and unwilling to work hard, there's really no point in giving them any type of feedback. Unless, of course, you text them or Tweet at them. You're more likely to get their attention that way, but there's no guarantee they will respond because, well, they're Millennials. And Millennials only care about one day of the week, anyway - Friday.

Nobody reads what you write

Look, at the end of the day, nobody puts much thought into goal setting. Does it really matter if your employees goals are aligned to your departments? And does it really matter if your departmental goals are aligned to your company's overall objectives? Of course not. It's all about WIIFM - What's in it for me.

So, who doesn't want to save hours and hours thinking about what to write on those terrible performance review forms? I don't know about you, but I've been stuck on Candy Crush's Level 65 for months and could really spend some extra time getting through it. Besides, if your company has a few super stars scattered around various departments, they're more than capable of carrying the load. Just rely on them to make your team look good. Problem solved.

It's easier to go through the motions

Employees know exactly what you mean when you tell them, "You were totally satisfactory this year" or "Your performance has been adequate". Whether an employee's performance ranks as a 1 or a 2 on the rating scale doesn't really matter. The most important thing is that you tell them. That's it! Here's the great thing: You don't ever have to worry about them giving you any feedback. You're their manager, after all.

In the great words of Michael Scott, "Sometimes you have to take a break from being the kind of boss that's always trying to teach people things. Sometimes you just have to be the boss of dancing."

So, dance, my friends. Dance.

Happy April Fools' Day!

Can I let you in on the real secret now? I'm sure it's obvious by now, but this entire post is a ruse. We actually believe in the complete opposite of everything in this article.

It's all in good fun to celebrate April Fool's Day, where I'm sure you and your coworkers have been hatching fun and creative ways to prank each other.

Speaking of which, I better get back to doing just that. Feel free to share some of your favorite April Fools' tricks in the comments below.

Enjoy the day, all!

How To Give (And Get) Feedback

Build feedback into your everyday, both giving and receiving, with our new ebook.

Free Download
Cover of the book
Cover of the book

How To Give (And Get) Feedback

Build feedback into your everyday, both giving and receiving, with our new ebook.

Free Download

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