How To: Employee Performance Reviews
Conducting an employee performance review is no small task nor should it be treated as such! There are several things to consider when developing a structured, well-thought-out employee performance review process. Not having a clear format, not knowing what HR procedure is, and not preparing yourself will only set you up for failure. Reviews are used to drive the success of your employees and your company, of course, you want to do what you can to achieve the best possible outcome! So, what are the key ingredients to a beneficial performance review?
Read further for 3 tips to manage an effective employee performance review:
1: Be transparent.
Performance review frequency and format should be consistent across the board. This process should not scare employees or be a mystery. You want to be transparent so they are not surprised when you meet. Once you and HR have worked to collaborate on an employee performance review format and progress metrics, you should share it with your employees. Let them know when performance reviews are happening and the format that will be used during your meeting. This way the employee will know what is to be expected and how their performance is being calculated, allowing them to be prepared with any questions, feedback, or insights they’d like to review.
2: Do your homework.
Prepare by refreshing your knowledge of the particular employee’s previous reviews. Go over their history and jot down a few key notes to use as reference points. This way you can clearly provide specific examples or patterns when discussing the pros and cons of their performance and their goals. To get a full understanding of the employee and their impact, be sure to speak with their coworkers and any other supervisors that work closely with them.
3: Drive the conversation towards growth.
You want to do what you can to give your employee what they need to be successful. After you have had an open discussion about what the employee is doing well and what they need to improve upon, go over both of your expectations and make sure you are on the same page about what needs to be corrected moving forward. Focus on goal-setting, career development, and then, final feedback. Ask your employee what they need to be successful in their role to find out what you can do to provide that for them. Ask them what they are feeling challenged by and give them guidance on solutions. Be sure you schedule the timeline of the meeting and follow the format that you have shared with your employees. These reviews are the best way to give and receive clear and frequent feedback and measure progress.
Conducting a successful employee performance review doesn’t have to be scary for you or your employee. With preparation and dedication, you can make the process as simple as possible to give your employee the best chance for a positive outcome. During your meeting, discuss the positives and what they have done well first. Then filter into what they may need to improve upon. Be sure you allow time for them to respond and ask questions. It is important they feel they have the opportunity to participate and contribute and are not just being lectured. Listen to their goals and help set new ones together. Employee performance reviews are an essential part of your management tool kit. Being prepared will lead your relationship with your employees to better communication and productivity.