Employee performance reviews are traditionally a part of the workplace that almost everyone fears. But if utilized as a tool and an interactive process, both employee and employer will benefit.
Evaluations are important for the company, management and employees. They can be an opportunity to collaborate and foster a healthier and happier relationship. We suggest having performance reviews that focus on areas in which employees are both competent and interested. Employers then can consider adjusting the employee’s assignments to those areas of interest.
Supervisors should focus on forward progression rather than last year’s struggles. When it is necessary, offering criticism shouldn’t be avoided. However, approaching the conversation with employees as an interactive discussion that focuses on progress is more beneficial. The discussion of what an employee does well, versus what the employee needs to work on, will help shift employees’ perspectives of performance reviews so they feel encouraged and supported.
In addition, when employees are held accountable, they are more likely to perform better. Performance reviews reiterate this accountability, as well as the goals and vision of the company.
Some basic guidelines supervisors should follow:
- The evaluation should take place in a location that is private and away from interruption
- Employees should have a clear understanding of their responsibilities
- Start by being positive and acknowledging accomplishments
- Highlight what you value and appreciate about the employee
- Move to discussion of areas that require improvement
- If you are going to criticize, make sure to have specific suggestions for improvement that are measurable
- Encourage the employee’s feedback, such as asking if there is something you can do to help them be successful
- End with a plan including action steps to be taken towards the goals discussed in the session
Fewer than half of workers find performance reviews to be useful. The key to changing this perspective is for employers to approach the review positively and focused on progress.
Excellent work from employees will result from constructive feedback and a support system that offers encouragement. If you have any questions or would like to learn more about performance reviews, please contact your BCN Partnership Manager at 800-891-9911or or contact us here.
Kateyln Walzbecker, Partnership Manager
Resources:
Society for Human Resource Management: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/annua…
Boomer Consulting: https://www.boomer.com/
HRMorning.comhttp://www.hrmorning.com/dos-and-donts-to-make-performance-reviews-actua…