As much as your employees may dread their annual performance review, the entire process can be challenging for managers as well. An employee performance review is an essential part of the job, as a business relies on reviews to spur team growth and improve productivity. Halfhearted reviews are meaningless and can lead to decreased morale. With an Orlando HR Solutions partner, you have guidance on maintaining HR effectiveness, but that doesn’t mean you are off the hook for conducting reviews.
How To Give a Good Performance Review
Delivering a good performance review is more than just an annual meeting you need to throw on the schedule. The entire process should be thought of throughout the year, and you should plan for the review throughout the year as well. By continually evaluating your employees during the business environment’s normal fluctuations, you have a more comprehensive overview of your employees’ skills, abilities, and challenges.
Four Performance Review Tips for Managers
Arrange for your review to be conducted when your business isn’t in a high-volume season. Your preparation will need your full attention, and your employees will need plenty of notice for when a review is scheduled. It should never come as a surprise. Besides, you will use the entire year to lay the groundwork for the performance review.
1. Have Clear Expectations and Goals
Start your performance review by establishing clear goals and expectations with your employees at the beginning of the year. While you may have a department or a team goal, you need to outline specific performance goals for the individuals you supervise. This lays the foundation for the evaluation of their performance throughout the year. Make sure the goals are specific but achievable, as well as results-oriented. Have a timeline for completion and a way to measure results.
2. Conduct Follow-Ups
Don’t leave your employee assessments until the day of their review. Conduct regular follow-up meetings with individuals to assess their performance throughout the year. Comment on areas of success or give guidance for areas of improvement. Discuss the employee’s current performance in light of the pre-established goals.
3. Make Employees Responsible for Their Review
Though you will be doing the talking, a performance review should take into account the perspective of the employee. Have employees spend some time conducting a self-evaluation for their specific goals, and have employees collect documentation or reports that support their self-assessment. Give your employees a voice in the review process.
4. Be Prepared
Your review needs to be supported by documentation, particularly if raises or bonuses are awarded based on results. Using the goals and expectations for the employee, as well as the agreed-upon structure for measuring success, clearly walk the employee through their performance, giving affirmation or advice as needed.
Succeeding as a Manager
You will be a better manager when your team members know you care about their success. You can demonstrate your desires for their success by putting careful thought into each employee’s performance review.
About The Hilb Group
Deciding what coverage you need and what limits and deductibles make the most sense can be tricky. Founded in 2009, the Hilb Group has been helping clients to make sense of their options and make the smartest choices for their circumstances. Whether you need Warehouse Insurance or any other type of business or personal coverage, we encourage you to contact our friendly, experienced, and capable team today. Call us at (800) 776-3078 for a consultation.