However if you’ve kept the lines of communication open throughout the year, nothing you say throughout the employee performance review should come as a surprise. If you only discuss growth opportunities on an annual basis, employees may not remember the specific instances you are referring to, and the learning opportunity is lost. If you use the employee performance review process correctly, it can be a valuable tool that improves job performance, motivates your employees and facilitates an honest conversation about the employee’s future.
Here are Five Tips to Make Employee Performance Reviews Easier:
- Do your homework. Hopefully, you have an employee handbook that outlines employee expectations and describes your company culture. Don’t count on your memory for specifics, refer to the handbook if it’s relevant. Make sure to tell your employee the areas in which they excel as well as areas where they need improvement. Create a Review Form for each job classification that has measurable standards so that employees are all being measured against the same benchmarks. TIP: Have each employee fill out a self-evaluation so you can see how they think they’re doing.
- Be specific. Leave general feelings about performance and ability out of the review. Stick to the facts. Don’t say, “You seem like you don’t care”. Instead, say, “I’d like to see you take initiative and offer your own ideas about how to improve the process.” TIP: Throughout the employee performance review make sure you document all the specific tasks or behaviors that need improvement in the event termination is necessary at a later date.
- Be honest about positives and negatives. You aren’t helping your company or your employee if you gloss over the negatives and only focus on the positives. Unless your employee is performing well below average, spend more time on their positive traits if possible. You want your employee to feel the employee performance review process was a positive experience. TIP: Go over the review with a spouse or friend before you deliver it. They can help you determine how balanced your review will be.
- Encourage feedback. Don’t do all the talking. Emphasize that the review should be a conversation. (However, if you don’t want the person to talk until the end of the review, say so at the beginning.) Ask the employee if they need clarification on any points you made or actions you requested. TIP: If the employee is too shy to talk, ask specific questions about each of the employee performance review points to get the conversation started.
- Focus on the future. Make sure the employee knows what you expect to happen by specific milestones, and ask them to share ideas on how to improve. TIP: Provide them with one or two obtainable goals and a deadline so you can easily monitor their progress.
NEC Insurance is one of the largest independent insurance brokers in Missouri offering business and personal insurance, financial services, and risk prevention. For more information visit www.necins.com or call 636.271.2481.
Rieva Lesonsky, GrowBiz Media