10 Steps to Plan Performance Reviews for Business Success

Performance review meetings are an important part of an employee's life as it helps decide the career direction of those employees. If you are planning to have a performance review, a salary adjustment meeting, or you want to implement a performance improvement plan, you need to take care of several things.

1.       Avoid Surprises

Ensure that you don't tell an employee about the areas of improvement directly in the performance reviews. Instead, the managers should talk strengths and weaknesses of the employees with them regularly.

2.       Make it a Regular Process

Performance reviews must not be an annual event. Instead, they should be a regular process that's done quarterly or at least twice a year.

3.       Set the Right Goals

You need to set the right goals during a performance review meeting. The employee should know every goal and expectation. You can also choose a written agreement.

4.       Talk About Evaluation

It is also essential to tell employees how you will evaluate their performance. Talk about their role in the evaluation process and be clear about the self-evaluation process.

5.       Share the Format

You also need to share the performance review format with the employees so that they don't feel surprised or shocked.

6.       Remember Documentation

It is also essential to document the performance of an employee throughout the year. Document all positive and negative occurrences that happened throughout the period so that recent events don't color your judgment.

7.       Seek Feedback

You also need to seek the employee's feedback from their colleagues to ensure that you get more performance information. 360-degree feedback is also recommended.

8.       Prepare for a Discussion

Be open to discuss every aspect of performance review with the employee. An employee should feel encouraged and motivated at the end of every session, not discouraged or demotivated. Make sure that you have ample documents with you to support your points.

9.       Try Different Approaches

You need to try and practice different approaches with HR, a colleague, or your manager. Make bullet points of the stuff you don't want to miss and give as many examples as possible to make the employee understand better.

10.   Lead with Positivity

When you meet with the employee, you need to lead with positivity. Start by explaining the positive components of an employee's performance and focus more on it than the negative feedback. When sharing the negative comments, make sure you motivate them to do better and talk about potential more.

If an employee's performance is negative or an employee is underperforming, you need to speak directly and not mince the words. You should explain the seriousness of the situation and use examples to back your claims. It is also essential to highlight how an employee can benefit if they improve their performance.

Need help? Here are a few questions to ask in the next performance review.

You can also use these 100 performance review phrases that will help you to make the process simpler and engaging.

by Shruti , CNS Canadian News Source





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