Performance reviews are important for ensuring that employees are successfully meeting their job requirements, identifying under-performance issues and providing employees with an opportunity to raise any concerns they may have.\u00a0 Effective performance evaluations should align employees\u2019 development and professional growth with that of your business.\u00a0<\/p>\n
Employees are generally more productive and motivated when they understand the role their contributions play in achieving the company\u2019s goals and objectives.\u00a0 The performance review process can be a great way to strengthen the relationship between a manager and employee by promoting open communication in a relaxed environment.<\/p>\n
It\u2019s essential to prepare yourself\u00a0to minimize the stress level for both employees and their managers, as well as maximize the effectiveness of your performance review process.\u00a0<\/p>\n
Employee evaluations are nerve-wracking for both the employee and the manager giving the reviews. Make the process a lot more comfortable by preparing yourself using the following tips:<\/p>\n
Make sure you have a clear system upon which to measure performance and that employees understand the performance standards against which they will be evaluated.\u00a0 This could be as simple as tracking the number of clients contacted or the number of sales per month, or it could be obtained from sources like customer satisfaction surveys.\u00a0<\/p>\n
A well-prepared and honest performance review is the key to managing employee performance.\u00a0 It\u00a0helps to achieve your company’s goals by aligning your employees’ development\u00a0with the\u00a0performance\u00a0of your business.<\/p>\n
Accurate documentation allows for ongoing feedback and can help measure an employee’s progress.\u00a0 Performance records can also provide important documentation for your company in the event a disciplinary action, termination or other adverse personnel decision becomes necessary.<\/p>\n
Request comments, views, and thoughts from the employee. Listening to what your employees have to say about you can teach you a lot about yourself and how effectively you are managing your employees.<\/p>\n
Be sure to highlight good performance and explain why it was good and how it helped the team and the company as a whole. Recognition is key in making your employees feel valued for the hard work they put in.<\/p>\n
Remember to be honest with your review.\u00a0 If you provide a very positive review of an employee without detailing the problems, you now have documentation that does not support a decision to discipline or terminate.\u00a0 If a lawsuit surrounding the termination occurs, it may be more difficult to defend your company’s actions.\u00a0\u00a0<\/p>\n
Ask the employee to analyze and evaluate their own work performance. Find out what the employee thinks they can improve about themselves, and what they think they do well.\u00a0<\/p>\n
A review should never be a one-sided conversation. Talk about different topics and discuss why you both think it was either a good or bad outcome and how it could have been different, for better or for worse.<\/p>\n
Be aware of how you word or phrase questions and statements\u00a0to help eliminate the potential for misinterpretation.\u00a0<\/p>\n
Agree that there is a need for a change in the employee\u2019s performance before\u00a0developing a plan of action.\u00a0 Discuss a plan of action for helping the employee to improve work performance and encourage the employee to contribute ideas on how to reach performance goals.\u00a0<\/p>\n
Don’t wait to\u00a0discuss employee performance management issues until their annual\u00a0review.\u00a0 When it comes time for the formal review, there really shouldn’t be any surprises if there has been ongoing communication and feedback between the supervisor and employee.\u00a0 Provide a clear, concise explanation of the issues you wish to address with the employee and provide specific examples.\u00a0<\/p>\n
It is not your place to critical of personalities or try to change them. Learn how to work with the employee and discuss forms of communication that they best agree with.<\/p>\n
Don’t avoid or dodge difficult discussions. Having these discussions may be tough, but ultimately have to be said.<\/p>\n
Avoid using\u00a0closed-ended or rhetorical questions. Ensure that your employee understands which aspects in their performance can be improved, and vice versa.\u00a0<\/p>\n
Don’t forget that change can be threatening to an employee. Explain the situation and be sure to answer all questions thoroughly.\u00a0<\/p>\n
Don’t make negative comments that attack an employee’s attitude rather than work performance.\u00a0 Be sure to review the employee’s overall performance based upon specific, job-related criteria and provide concrete examples of performance problems.\u00a0<\/p>\n
Remember to treat all of your employees fairly when it comes to performance reviews and avoid any statements or actions that can be construed as discriminatory.\u00a0 If you have any questions regarding discrimination matters, contact an employment law attorney who knows your state laws.<\/p>\n
Overwhelmed by everything you just read? The managing process can be daunting. We agree \u2013 especially because we know it only scratches the surface of human resource management. But we do have a solution for you.<\/p>\n