For many employers, performance reviews are essential to running a successful business. Performance reviews are your opportunity to sit down with your team members to formally put a spotlight on the good, the bad, and the ugly of their performance at work. But performance reviews are not always easy! Here are some tips to make it easier for you and your team to get a good process in place and make conducting performance reviews easier…
10 Tips:
- Provide the Right Tools – Before managers can be expected to conduct performance reviews, make sure they have the right tools! Is it easy to manage the review process? Consider a tool like Efficient Hire’s Performance Review feature, to securely manage and store your performance reviews. Provide guidance and make sure reviewers fully understand what the job description requires so they can fairly rate the employee.
- Take Time for Reflection – Reflection is the standard for most performance reviews. Take the time to look back on behaviors and accomplishments. Put in the time to properly prepare for each review.
- Location, location, location – You certainly wouldn’t want to conduct a private meeting, like a review, in an area where others may overhear or make the employee uncomfortable. Pick an environment where open and honest conversation is encouraged.
- Make Plenty of Time – Allow enough time to cover all issues that might arise.
- Create a Coaching Moment – Managers should act as coaches, not judges. You’re on the same team. Never let emotions play a role in performance reviews, take the time to be a coach them through a mistake or unsatisfactory behavior.
- Make it a two-way conversation – If you want your performance review to really stick with employees, it must be a two-way conversation, with both sides contributing. That means listening!
- Use Examples – Use specific examples of good or bad behaviors exhibited during the review period, this will reinforce your feedback. Giving feedback to employees is a delicate situation. We’ve all been the recipients of poorly delivered feedback that leaves us frustrated, belittled, and diminished. It’s your job to give feedback that supports and encourages positive change in your employees.
- Explore the Future – After giving feedback, have a plan of action ready to set team members up for success. What promotions may lie ahead, what do they need to accomplish to reach the next level, or how can they help others on their team meet their goals?
- Leave the Meeting with Positivity – If at all possible, try to end the conversation on a positive note. After reflecting on the past, you and your team member need to look toward the future.
- The Follow through – Give employees time to process their review or the time to make a change. Make sure you follow up with every step of your action plan. If it’s a pay raise, make sure that’s done right away! If there’s negative feedback that requires action, don’t delay there either!
To alleviate some of the stress associated with performance reviews, make a point of working with your team and providing feedback on a regular basis. When people know what they’ll hear or what to expect for the formal performance review it will make everything go a little bit smoother.
Finally…
Performance reviews are important because they help your employees grow and develop their careers. By providing valuable feedback, you can help your team members reach their full potential. This can also help to drive your company to success and ultimately increase your bottom line.
With Efficient Hire’s Performance Review feature, it’s easy for employees and managers, you gain the efficiency of centralized employee records, it comes with an optional employee self-evaluation, and it’s fully configurable with simplified rating tiers. Now, you can easily get your reviews done and get back to business! If you need help with your review process, get in touch with our team – we’re here to help!