• Only 50% of employees received appraisals since working from home
  • 54% claimed that management ‘had not enforced appraisals’ during lockdown
  • 47% of employees still use paper forms and rely on face to face appraisals in an office
  • Over half think an online ‘appraisals’ platform would have prevented theirs being skipped

during lockdown

  • Surprisingly, over a 1/3 have seen internal communication decrease since working from


  • Survey by StaffCircle and OnePoll of 1,000 UK office workers in full-time employment

and working from home during lockdown (never furloughed)

Quarterly or annually, appraisals are often the one meeting that present an opportunity to ask for a pay rise or bonus, discuss key performance indicators and to set targets for months ahead.

So why have only 50% of employees received their scheduled appraisal since lockdown began?

A survey of 1,000 employees carried out by StaffCircle, in conjunction with OnePoll, revealed that only half of employees appraisals took place since lockdown began – suggesting most businesses are still in fact ill-equipped for remote working despite the ‘virtual buzz’. Those surveyed have remained in full time employment during lockdown across a range of sectors

including accounting, engineering, marketing and IT. If these were all business as usual, it fails to explain why scheduled appraisals were not carried out.

54% of employees surveyed revealed that ‘management had not enforced’ appraisals during

lockdown and 47% stating that old-fashioned paper processes are still used for appraisals –

indicating that they are not digitally set up to do so. This may also explain why 1/3 surprisingly

claimed that office communication has in fact decreased since lockdown. Furthermore, over half of those surveyed blamed the lack of a sufficient online platform being in place that could have led to their appraisal being carried out during lockdown. This suggests that if a platform was in place, it would facilitate employers to carry out employee appraisals remotely rather than being skipped.

Now more than ever it is crucial to understand the digital world of HR and open corporate minds up to the option of having a cloud-based HR performance management system. Performance review templates enable you to define all structured meetings, ranging from probation reviews, one-to-ones, quarterly reviews and annual appraisals. These templates can be automatically created at specified time intervals whilst the agreed manager and employee is alerted to save time and reduce admin work. This also acts as a reminder, meaning that no important reviews will ever be missed.

Appraisal templates enable HR managers to create structured questions they would like to be answered during meetings or reviews. These templates are adaptable, meaning that each person, whether it’s an employee, manager or colleague, can be asked separate questions that may be more relevant to them and their job role. These templates can be customised to suit your business needs.

StaffCircle CEO, Mark Seemann, believes that by skipping appraisals, team members are more

likely to lack morale and direction therefore be less productive in their day to day work whether

this is remotely or ‘in the office’. Recognising employee efforts are significant during standard 1-

2-1’s and this leads to setting key performance indicators or targets – all of which can be done


He explains, “There’s no escaping the virtual way of working and while for some it’s standard

procedure, it’s a whole new territory for many of us. With so many ‘office culture’ elements  missing  when it comes to remote working, continuously engaging with employees and  rewarding them is what will keep them going. Businesses should be less concerned with snooping on staff and more about acknowledging their efforts through positive and regular communication, as you would have in an ordinary office setting everyday conversations. With so many ‘office culture’ elements missing when it comes to remote working, continuously engaging with employees and rewarding them is what will keep them going.”

Further data relating to sectors and regions is available upon request.


About StaffCircle


CEO, Mark Seemann, previously founded three earlier businesses. Their fast growth and

distributed workforce illustrated how hard it was to manage consistent internal communications,

ensure adequate performance management and processes, drive employee development plans, and the difficulty in maintaining a consistent culture. There was no single software solution available to help managers solve this, so in 2017 StaffCircle was created.

Post Author: WebEditor