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Creating An Effective Employee Performance Review The employee performance review process is the act of consistently measuring employee performance and providing ongoing feedback to employees on their progress toward reaching stated goals and objectives. Typically, employee performance reviews should be conducted once or twice a year (if not more). Employee performance reviews consists of a series of inter-linking steps for assessing, summarizing and developing the work performance of an employee, and to develop future performance goals and expectations. As a manager, effective employee performance reviews should motivate your employees to perform better. Be positive and encouraging during the employee performance review.Start by discussing the employee's strengths. As a manager, be sensitive to the fact that job security is usually the top priority for the majority of employees. The employee performance review presents an excellent opportunity to let the employee know that you value them and the contribution they make to your business. The manager should strive for consistency and fairness. Make sure to apply performance criteria to all employees, not just a select few. To help with this, employee performance review software is available to help managers track and control the process. Dedicate time to explain what you as the manager and the employee can achieve together in the future. It makes no sense to use employee performance reviews as a means of communicating to employees everything they are doing wrong. As a manager, you will miss out on a great opportunity to motivate your employees to perform better and thereby improve the performance of your company. The employee performance review process should enable the manager to be truthful about poor employee performance, but not brutal. The manager should avoid confrontation and not criticize the employee in general terms. The objective is to evaluate employee job performance and not the individual. A performance review that turns into a gripe session misses the opportunity to raise employee morale. If corrective employee performance is required, be specific so the employee understands what needs to be corrected. Set time frames for when you would like the employee to achieve improvement. The manager might schedule a follow up employee performance review in 3 to 6 months. This will allow the employee to improve performance and receive a more favorable review which is a win-win. The manager should provide the employee with appropriate training/mentoring to assist the employee with improving their performance. Provide a copy to the employee. Document the corrective action and put it in writing.A workforce management software can help automate this process. Take Action: |
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