Performance reviews give HR departments an overview of which areas an employee has excelled in and which areas they still need improvement on. It’s a dreaded but necessary task for both parties as HR decides how to approach an employee about their strengths and weaknesses, without sounding too critical or neglecting to mention their recent accomplishments. HR departments might also want to invest in an automated performance management system.
Maintain an Ongoing Dialogue about an Employee’s Performance
Performance reviews are conducted only once or twice a year. This doesn’t mean managers should skip out on providing regular feedback throughout the year. Otherwise, people will be surprised when it’s revealed that they haven’t been meeting expectations for the role. This process can be fixed through better communication, such as by setting calendar due dates and discussing the company’s goals during quarterly meetings, with more emphasis on creative innovation and how it shapes company culture.
Managers must be able to accurately assess an employee’s work ethic. They are advised to keep sample review documents organized and take notes periodically regarding their employee’s performance, instead of just bringing up what they remember about an employee from the past few weeks. They should be recognizing their top performers so these guys know how much the organization values them. It’s been proven that a motivated team will increase productivity and lower turnover rate.
Deliver Valuable Feedback Based on the Employee’s Contributions
Every worker has their flaws, therefore it’s crucial to engage them honestly about their shortcomings, especially if their coworkers are experiencing the negative effects of poor performance. Refer to pertinent examples of areas they seem to be struggling with, and have a face-to-face conversation instead of sending the annual review via email or phone.
Moving forward, what suggestions can you give them about improving their skills? You could point out which tasks to prioritize or speed up without detracting from the quality of work. Be mindful of the phrases you use, which is important when outlining leadership skills or the amount of creativity they exhibit. It’s always a good idea to end performance evaluations on a positive note.