Performance Review Time
Cincinnati, OH | Posted: 12/27/2015 | Author: April Koenig
The new year usually means conducting performance reviews for employees. This annual rite of passage can be boring, awkward, and occasionally confrontational. It’s easy to just go through the motions on employee reviews without imparting any actual insight, especially when they’re plentiful. But resist that impulse. Your team needs to be shown that you take a genuine interest in their development and production. Keeping that in mind, here are some tips to prepare in giving performance reviews.
Get A Head Start – A little recon work in a performance review goes a long way, which is why it’s a good idea to have employees fill out a pre-review assessment form. This form gathers as much information as possible on how someone rates their performance and production in relation to the company. Ask them about key accomplishments, areas of growth opportunity, and job priorities. You can also ask about their relationship with you and how it can improve as well. Give them a week or two to answer a pre-review form, but make sure you get them back in enough time to go over their comments. This way you’ve got a head start in addressing their concerns before they even walk in the door for a review.
The Right Location – Employees will correctly want your undivided attention during a performance review, so pick a place away from your office if possible. A private environment away from phone calls, emails, and other distractions means they know you take them seriously. Set aside a meeting room with a small table if possible. If a small venue isn’t available, a larger conference room will do, but don’t sit too far away from employees. If the table’s too big, just sit adjacent to them. This sets them more at ease and improves interaction and communication.
Follow Up – After the review discussion (in which you hopefully follow our Feedback 411 tips!), make sure they know you haven’t forgotten them. The review should be a chance to get on the same page and set goals, but following up on those goals is key. Take it upon yourself to see that employees are on the right path to achieve initiated objectives, periodically touching base if necessary. Company time is too important to not use a performance review in the most productive way possible, so make yours count!