The employee performance review has long been a much-debated subject. Many employees tend to not like them. To them, it feels like they are under the spotlight.
Many employees also think that performance reviews are not that effective at making employees work better. There is a huge difference between an unhelpful interview and one that can actually have value and vault employees to new heights.
Having a one-on-one can be intimidating for everyone involved. However, it is an important event to deal with. The difference between performance management and performance appraisals (or reviews), is that appraisals focus on the productivity and needs of each team member.
Make it easier on yourself by using these tips. Here are three things to remind you of how a performance review should go.
1. Make it effective.
The annual performance review can be stress-inducing to many workers because it’s one-on-one with their boss. To keep this review easy for both parties, the one conducting the interview needs to make sure that all their bases are covered.
Similarly, to truly make it effective, conduct shorter performance reviews either monthly or quarterly. As a result, this will help employees know how they are doing at the business.
Make sure that it’s not just you speaking to them. Have it be a two-way conversation.
There are many things that can be addressed such as feedback, career growth, and other agenda items. Besides, in this day and age, the performance review can be done easier with the data pulled from the company. Hard data can help you know how your employees are really doing.
Another option that works quite well is that you should be prepared for the meeting. Consequently, have everything ready and available for the meeting so that it can be pulled up with ease. Make sure you know what to say beforehand. Likewise, be able to recognize how the employee is doing that day.
It is also important to be honest with them. If they are performing sub-par, ask them how they are doing. A simple question such as that will let employees know that you are there for them.
You don’t need to be best friends or family with your employees. However, you should have a degree of empathy and care for them as you are both in the same workspace.
2. Know why it’s important.
The performance review is important. How you handle it will determine how the company is going to go.
These conversations can help managers understand what obstacles are in the way of their employees. It also helps employees figure out what they want from the company and what their plan is for the future.
It really helps when these conversations steer toward the employee and their future with the company. This is important! In the future, they might seek a higher position. This could lead to them working with you for decades.
Asking the right questions goes a long way. Be sure they are asking you questions as well. It shows that you are actively listening and that you care. (Which you should be doing already.)
No one wants to talk very long with someone who seems disinterested in the conversation. Questions such as “What can I do to be a better boss?” or “What obstacles are you currently facing here that I can help with?” shows the employee that you are looking to build trust and grow the company in a positive way.
3. Remember…they’re people too.
It’s stressful to be on either side of this conversation. Some bosses may not like having to give out negative feedback. Workers may be fretting that they could be on the chopping block.
Both parties should understand that, at the end of the day, they are both people.
An employee is a human being, too, so treat them like one. Be gentle with the critiques and offer advice to help them overcome adversity. Also, as appropriate, give them positive feedback and let them know what an asset they are.
Showing empathy and kindness will allow workers to build not just trust, but loyalty with their boss. This will lead to a more productive workforce.
Likewise, after the meeting is over, go over the notes you have taken and review all of your employees. Perhaps putting some together will help you both grow. At least you can keep in mind what’s been said about their future. That way, you can both prepare for a possible promotion or dismissal, whatever the case may be.
There are many ways a performance review can go. Make sure it goes in a way that leaves both feeling satisfied with it and (maybe) even looking forward to the next one.
