We are coming up on that time of year when many businesses start thinking about year-end performance of their business and their employees. We hear it over and over again from our clients “but performance reviews take up so much time”. They really don’t have to and they are critical. Let’s start with your handbook…what does it say about performance reviews and when they will be completed? Your employees are counting on you to formally let them know how they are doing. It is also your opportunity, now that you are looking at business performance too, to set up new goals for the business and your employees and help them to understand how their performance, whether positive or negative impacts your business. There are many performance review options to help you be as consistent as possible while conducting a process that has the opportunity to be subjective.
Top five performance review issues to avoid:
- Overemphasizing Recent Performance—This is why it is so important to keep a mini record on each employee
- Not Giving an Employee Specifics – This is an opportunity to help the employee understand specifically how their behavior contributes to or hurts the business.
- Being Overly Positive or Overly Negative—Be sure to find a solid balance, remember, performance reviews are meant to motivate, not discourage them.
- Waiting for Appraisal Time to Give Feedback— Employees should not be surprised when they receive their performance review.
- Talking without Listening— Be sure to come to a mutual decision on how/where the employee can grow. Without their buy-in, you were talking in vain.
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