For many employees performance reviews are one of the most stressful things at work (and sometimes for managers too!). There are certain things a manager can do to make the most out employee performance reviews:
- Employee performance reviews should not be treated as an annual bureaucratic task. A manager and employee should have discussions on a regular basis, ideally once a month. That way the manager will be able to to set employee and team expectations early and not at the end of the performance cycle when its too late. When your employees know what you expect from them, they know on what to focus on, hence their performance will be better on the task you expect them to complete.
- Understand what your employees want from their careers. This is a key that will unlock all the performance barriers. When you know what employees want from their careers you know how to motivate and engage them.
- Notify your employees of the upcoming performance review. That way they will be able to prepare, gather feedback and finish any outstanding deliverables. Also, once you have written your performance evaluation share it with them prior to your meeting. That way they will have time to think about it and share their thoughts with you. If you write your evaluation without the employee seeing it or having a say most likely it will become a task that takes place once a year and no-one will see the benefits of an effective performance review.
- Give it to them raw. Tell to your employees what they did well, where they could have performed better and how to improve in the next performance cycle. Being honest is always helpful and will allow you to build a better relationship with your employees.
- Become a mentor to them rather than just their manager. Try to coach them throughout the performance cycle and help them build and enhance skills. If you have done this from the beginning of the performance cycle, especially helping them how to set up their goals, then you are going to have very effective performance reviews at the end of the performance cycle.
The final and very important tip: be clear to them at the beginning of the performance cycle as to how employees are being rated - e.g. 1-10 or 1-5 scale with HR calibration. That way you manage expectations and its easier to justify your performance evaluation.
All the above will help you achieve effective performance reviews. Remember employees are the most important asset in a company and effective performance reviews will help you get the most out of your most important asset.
Feel free to read our other blogs, reviews or FAQ’s to find out more. You can even try our platform in a free 14-day trial with no subscription needed.
Alternatively, you can also email us directly at [email protected].
Return to blog