What would having better performance reviews mean? Well, here’s the facts. Performance reviews are critical to retention, and 85% of employees would consider leaving their company over an unfair performance review. It’s clear that performance reviews are not something to take lightly. But if you haven’t thought about it in a while, don’t worry. Here’s all the tips you need to make sure this year’s performance reviews go smoothly.
Use your time wisely
Performance reviews are one part of an ongoing process where managers and employees regularly communicate the following topics:
⦁ What the employee is expected to do in their job role
⦁ Whether the employee is meeting those expectations
⦁ Measures the employee can take to improve
It seems simple enough. But it can be difficult to give a successful review if you haven’t established clear benchmarks and measures of success, or if you’ve been out of touch with the employee too long, and can’t remember what was supposed to get done. Regular check-ins help you stay on track throughout the review period, and make it easier to manage an effective performance review when the time comes. If you keep up with progress along the way, the actual review becomes more efficient.
It’s just a conversation
Performance reviews, by nature, make people nervous. The way management handles them usually doesn’t help. It’s helpful to remember that reviews are just important conversations where both sides gather and discuss feedback. Just like a conversation, information flows back and forth in turns. If a manager treats a performance review like an interrogation or a presentation, then the employee isn’t as engaged, and the review is much less effective.
It’s not good for either side to focus on only the negative things. Getting hung up on one mistake can ruin an otherwise productive review. Praise the good, don’t dwell on the bad, and give constructive criticism on how to improve.
Get to the root of any issues
If an employee feels like they have issues out of their control that are affecting job performance, you need to find out what’s really going on. Default to conversation, and ask questions that will help you both get to the root of the problems they’re experiencing. It’s not enough to just know about the issues. You need to understand them.
Evaluate the review itself
If you’re not leaving a performance review with a sense of accomplishment and direction, you’re doing something wrong. It’s important to not only assess the employee, but yourself, and the review process as well. This is the only way you’ll make continuous improvements. So take some time to evaluate yourself and the review process, and give your employees the chance to do the same if possible.
Document the process
When it comes to a formal performance review, document important performance-related events, and stick to the timeline. If you have lots of supporting documents in your review process, keep them secure and organized. That way, when it’s time for your one-to-one, you have everything in one place and can focus on what matters – your employee.
Download sample evaluation
Here’s a performance review resource that can provide some guidance on what you should focus on during an evaluation. Your individual review will vary based on the goals you’ve set for your employees, team, and company. But this sample evaluation should give you a good start on what to assess when it’s performance review time.