Performance reviews are necessary for both the employer and the employee. It gives the employer a chance to relay feedback on the current operational state of the business. It is an opportunity to give useful input and constructive feedback for the workplace to operate at its best.
Julie Rieken, the CEO of Trakstar software company, describes performance review outcome as “a time for managers and employees to have meaningful, reflective conversations together.” For employees, on the other hand, it is a chance to evaluate their performance against expectations.
Here are a few tips on how to successfully conduct a performance review.
Expectations Should Be Set Early
The employer should be clear on how the evaluation will be done. In clear terms, the employer should look at the beginning of a review period set out.
- What is expected of every employee based on position and duties
- Areas that require improvement
- The basis of the review
- When the review will be handled
The employer should know and listen to the employees’ personal ambitions as it lays the base for their view of their posts. It also helps the manager direct their professional outlook and broaden it.
Involve The Employee In Setting Goals
Goal setting is the first step leading to any review. It’s important that the employee knows exactly what is expected of their performance. Whilst setting goals allow the employee to set personal goals for themselves at the workplace. This helps in focusing on the same path of positive growth for both the company and the employee.
Conduct Regular Performance Reviews
The employer should carry out regular performance reviews and give constructive feedback. The employer should discuss positive performance and highlight the areas that require improvement regularly, either weekly or monthly. Ensure the contents of the performance review are a critical point of emphasis.
Gather Feedback From Employee’s Colleagues
Start informal discussions with the employee’s colleagues to obtain feedback. The feedback is useful for broadening the performance information gathered. Feedback from other employees provides a perspective that is useful when solving or coming up with ideas to improve performance.
Allow Employee Time to Prepare For The Review
This gives the employee time to self-evaluate. It allows them to gather instances of good performance and the poor ones as well. This sets a good basis for a development conversation that is more meaningful than when the employer points out the wrongs.
Use Positive Language During the Performance Review
During the actual review spend more time on the positive aspects of the employee’s performance. Use words and phrases that effectively highlight the employee contribution to the firm. These phrases may include achievements, creativity, improvement and management ability. Dwell more on his or her positive attributes than on the negative ones.
Hold Your Ground On Performance
If the employee’s performance is poor, clearly clarify your expectations and state the failures. Offer constructive criticism that will help the employee rather than crush them. Relay your genuine intentions to help the employee improve and foster a positive attitude. Show the employee where this improvement could take them such as a promotion to a management role.
Encourage Communication and Discussion
Communication is very important between the employer and the employee. Do not do all the talking as this will render the review ineffective. The employee may end up feeling like they were treated unjustly and feel easily expendable. Encourage the employee to give their feedback on the issues raised. Encourage them to speak of their better performances; this will motivate and help them grow.
Finish the Performance Review On a Positive Note
Reviews should always end on a positive note. Encourage your employees and appreciate their efforts. The employees need to know their efforts boost the company to a greater height. This not only lifts your employee’s spirits but also reinforces their confidence and drive to perform better.
Lastly, it is important to keep a record of the performance review. It acts as a good reference in future dates.