Is there any need to conduct performance evaluations? In many companies, managers think of the performance appraisal exercise as a needless venture and expend as little effort on it as possible.
However, the case for conducting performance evaluation is strong. Through this exercise, you can know how and what to improve about your employees. Performance appraisals also give you an opportunity to engage your employees and improve the quality of your workforce.
So how do you conduct reviews that would give you the aforementioned benefits? The following tips would aid you in conducting a performance review that would be beneficial to both parties.
PREPARE FOR THE PERFORMANCE REVIEW
As mentioned before, most managers see performance reviews as an afterthought. You can’t get any value from the exercise if you follow that approach. You have to prepare for the review in every possible way.
First, the logistics. What time and place would you have the discussion with the employee? Then the actual discussion. You must decide ahead of time what points would be touched on.
KEEP A REGULAR LOG OFF ACTIVITIES
Most performance reviews are conducted at year end. This usually causes the reviews to be heavily affected by recent effects. In order to have a better appraisal process, you should keep a regular diary of the employee’s activities. If you do this, you would have quality information that would aid you in the review process.
DON’T USE SELF ASSESSMENTS
Many companies require employees to write up a self review. While this may have some value, you should not rely on it for your performance review. It is your job, not the employee’s job, to review performance. You can always expect people to drum up their achievements while downplaying their shortcomings in self assessments. If you rely on self assessments, you may make wrong decisions.
MAKE YOUR REVIEW DETAILED
Your review should be detailed. It should cover every aspect of the employee’s job description. Do not think of the performance review as merely checking boxes. You should make an effort to tell the employee what s/he has done well and what sort of improvement is needed. If you put in much effort and time in the review process, you would be able to give better performance reviews.
GIVE RECOGNITION AND CREDIT WHEN DUE
Employees want to be appreciated. So when conducting performance appraisals, you should ensure you make your employees understand that you appreciate their efforts. Show recognition and give credit before pointing out development areas.
The key to successful performance reviews is to treat them as an integral part of the staff development process.
Deciphering Quality of Hire: A Concrete Metric
Unveiling Demotivating Factors in Candidates: A Guide for Interviewers
Balancing Act: Navigating the Ethics of Rescinding Job Offers
The Ethical Dilemma of Holiday Layoffs: A Reflection on Company Values
Seasons of Opportunity: A Guide to Finding and Landing Seasonal Jobs
The Top Essential Factors for Determining Compensation
With great vision, you need great people
Looking for higher-level career opportunities in Greater Boston and throughout Massachusetts?