Performance Appraisal Tips For Managers

performance review tips for managers

Performance reviews are a task dreaded by most employees. For a new manager, it might also be a dreadful experience for you too. It might be not so long ago when you were at the other end of the desk waiting to hear what your boss thinks of you.

If you are new to performance appraisals, here are some performance appraisal tips for managers that will help you give accurate performance reviews that are beneficial to both the company and your employee’s careers.

Performance Appraisals Should Focus On Re-Emphasis

Performance reviews are not a daily thing. In most companies, the reviews happen annually or twice a year. With such a spaced period, you should not wait until it is review time to tell your employees what they are doing right or wrong. Such information should be passed down daily or weekly so that you can encourage good performance and correct negative trends early enough. Performance appraisals should be a platform to evaluate how well the employee is taking your advice and the progress he or she has made.

Set Performance Expectations

One mistake that most managers always make is failing to set and share job expectations with their employees. It is one of the reasons that the performance appraisals are a terrifying experience in most companies. Your employees should have a clear idea of the goals that the firm expects them to meet when performing their duties. This way, the worker being reviewed already has a rough idea of the outcome of the appraisal. Setting clear goals for your employees allows both parties to come to the evaluation meetings prepared to develop constructive ideas on how to rectify negative performance or encourage good acts.

Don’t Be Blinded By Recent Events

Our minds tend to focus on fresh experiences. This trait can be a significant anomaly if not checked during performance reviews. Since performance appraisals are a rare event, managers might be tempted to focus on the deeds in the preceding weeks. Such actions would mean that the performance review would be skewed towards recent incidents.

The problem with this approach is that poor performing employees might take advantage of the oncoming review to be extra careful and put more effort on the job despite having posted poor results throughout the year. On the other hand, a good employee might be having a bad week leading to the performance appraisal, which would taint their past achievements.

The performance review should equally focus on the entire period it covers, and equal importance should be given to any completed projects or missed deadlines.

Consider Getting 360 Feedback

360-degree feedback means that you are collecting feedback about an employee from as many sources as possible. An employee might have a personal issue with his or her supervisor which might cause the supervisor to be biased in one way or another. For instance, a good employee might have good relations with the rest of the staff but have poor working relations with his or her supervisor. In such a case, relying on information given by the supervisor might lead you to make a poor judgment about the person.

Using the 360-degree method, you can collect feedback from the worker’s colleagues as well as customer’s serviced by the employee to add on to the supervisor’s report.

Focus More On the Positive Aspects

Every performance review has to include some positive aspects about the employee. If there are no positive deeds to discuss, then the worker should not be in the company, and this should be a different kind of meeting. You should focus more on the good aspects of your good and high achieving employees. This tactic makes them feel appreciated and motivated. It also does not mean that you ignore the negative aspects or discuss them as a side note. Negative performance should be addressed with the seriousness it deserves. However, if you are more focused on the good, the employee gets motivated to fix the bad.

Encourage Feedback

Performance appraisals are a form of feedback to the employees so that they can be better. Going with this spirit, you should also encourage feedback from the employees you review so that you can improve on your appraisal skills. Getting feedback will help you know what you are doing right and where you need improvement.