The performance review can be one of the most frustrating tasks a manager or supervisor must complete. And the debate is continuing as to whether or not these reviews are even relevant anymore. There are a few things to keep in mind when you’re considering conducting a performance review.
Good or bad, performance should be acknowledged on a daily basis. Waiting for an annual performance review is not always appropriate and, let’s be honest, not always accurate in details. If you’re waiting a full year before you talk to an employee about his or her performance, you could very incorrectly recall or entirely forget important points. Rewarding or correcting behaviour when it occurs is the most productive way to encourage or discourage that behaviour in the future.
Many companies, even HR departments that track the appraisals, feel that the traditional methods are ineffective. If you feel the appraisals / reviews need to happen on a regular basis, here are some tips to help you navigate through this tough management task:
Do
● Be prepared – keep accurate records throughout the year and ensure that the information is presented properly during the interview.
● Keep things professional – stick only to issues that relate to the performance of the individual, do not talk about their personal life.
● Have balance – if you are going to discuss the positives and negatives (which you should be doing), make sure to keep as much balance as you can.
● Talk about how the employee has grown or learned from mistakes.
● Show respect – no one likes to be treated poorly. Personal attacks are unacceptable, as is sarcasm.
● Complete the reviews on every employee.
● Learn to coach your employees. Providing them with possible solutions or ways that they can work more efficiently will go a long way towards improving performance.
● Follow up regularly with the employee to see how they are doing and if they require any help with their action plans.
Do Not
● Do not do all of the talking – this is a review process; find out what the employee has to say. Their input is important; otherwise, this will seem like an attack or that their opinion doesn't matter.
● Do not do a surprise review. This takes planning and preparation. Not letting the employee know about the review will only end badly for everyone.
● Do not be too vague. Make sure that the information presented is specific and complete.
There are thousands of articles on the internet and hundreds of books that you can refer to on performance appraisals.
Does your company do performance reviews? If so, why and how often?
