A system of regular employee performance reviews benefits both your company and your employees. Your business runs more efficiently when your employees have clear goals and receive regular feedback on their progress toward those objectives. Likewise, your employees enjoy greater job satisfaction when the lines of communication with their superiors remain open.
Manage successful employee performance reviews by planning for the meeting thoroughly, managing the meeting efficiently, setting goals and benchmarks to be reviewed at future meetings, and concluding the meeting satisfactorily.
Plan for the Meeting
An effective performance review requires careful planning on behalf of both the manager and the employee. The manager should review all available metrics pertaining to the employee’s job performance during the time since the last evaluation. Meanwhile, the employee should assess their own performance during that time and come prepared with reasons for their assessment.
This way, manager and employee know right off the bat if a material gap exists between how each views the employee’s performance, and they can set about getting on the same page.
Manage the Meeting
Proper structure facilitates a performance review being effective and time-efficient. Have a clear plan going into the meeting on how it will transpire.
For example, the first part of the meeting could cover the employee’s self-assessment and then the next part could cover the manager’s assessment. A discussion could follow about any significant differences between the two assessments. Afterward, pinpoint areas of concern in the employee’s performance, and set employee goals to achieve before the next performance review.
Set New Goals or Benchmarks
Perhaps the most important part of an employee performance review is goal-setting and establishing benchmarks for the future. What’s in the past has already transpired, and even if the employee’s performance has been flagging, the review provides a chance to right the ship and restore productivity in the months to come.
Employee goals should be lofty but attainable, and the employee should be imbued with confidence that they can achieve the benchmarks set out for them. Make the employee understand that they’ll be held accountable, but also that management is in their corner and willing to help them surmount any obstacles along the way with additional training and mentorship.
Conclude the Meeting
After reviewing the employee’s past performance and setting goals for the future, the meeting can conclude, but not until both parties are certain they’re communicating on the same wavelength. If the employee is miffed about the evaluation or doesn’t agree with what was said, the manager needs to address this before ending the meeting.
Having an employee walk out of a performance review not on the same page with management about their future with the organization creates friction within the company and undermines a healthy, collaborative workplace. Let your employees know that you’re committed to their success, and always end performance reviews on a positive note.