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
Source:
https://www.thebalancecareers.com/effective-performance-review-tips-1918842