Most companies do not use performance reviews properly. This is one amazing tool, which, if used properly, can align your employees around their goals.
Managers are busy, so they fall into the trap of either only focusing on recent events or they will use ranking systems that are unfair to most employees.
Performance reviews are one of many tools available for managers to engage, motivate, and retain their employees. They have different tools for different situations, and they need to know when to use which tool.
Many companies have switched from annual reviews to more frequent check-ins.
Here are a few steps to follow to make each review successful.
* Have clear goals
One of the biggest problems with performance reviews is that they’re not based on data, which makes biases or personal opinions come into play.
If you set clear goals from the beginning of the year, you’ll be able to accurately and fairly measure performance.
* Eliminate fear
Reviews can be nerve-racking for employees and it is important that their fears are calmed.
Start the meeting on a positive note, let them know that it’s their meeting, and that you’re there to help them grow in their career.
* Use Multiple Data Points
The more sources of data you use, the less chance you have of bias getting in the way of the review.
Use the goals you set, milestones they’ve achieved, reviews from other coworkers, and as many different data points as you possibly can to get a more accurate picture.
* Formulate an action plan
A good tip to keep in mind is to find out what the employee’s career goals and plans are to make sure you help them. The annual review is the perfect time to have those career growth discussions.
Make sure you provide any support necessary for them to achieve the items on the action plan.
* Make a note
Take notes of everything you’re discussing during the meeting, and at the end of the meeting, make sure to follow up with the employee by email to ensure everyone is on the same page.
Always remember to focus on behaviours and not personality traits.
Courtesy: www.officevibe.com
