Whether you like it or not, performance review season is upon us! This presents an opportunity for employees to manifest their strengths and accomplishments. It highlights their value to the organization. In its core, employee performance review is a critical tool that will significantly impact professional development and job security.
#1: ESTABLISH PERFORMANCE STANDARDS
Establishing a system to measure the performance of employees is necessary before you can accurately evaluate each one. Performance standards encompasses how a job is expected to be done. These standards apply across the board without exemptions (i.e., to every employee holding the same position). Ensure that your standards arre achievable in a given timeframe.
#2: SOLICIT 360-DEGREE FEEDBACK
360-degree feedback is one of my favorite evaluation tools. Why is this so? It provides a clear view of how the person interacts with the boss, co-workers, clients, or any reporting staff. It solicits feedback from people who have worked closely with the employee. They know the employee best.
Start getting information by opening informal discussions. Then, provide a feedback form that the participants will complete. If your company uses a form, please give this document in advance.
#3: CREATE EMPLOYEE GOALS
The beauty of employee goals lies in its individualistic nature. Employee goals are tailored to each employee. It will depends on one’s knowledge, experiences, strengths, and weaknesses. Seek professional help when figuring out what goals are appropriate and reasonable.
Write down the specific goals for each employee and hand these out. This way, they will have an idea on how to achieve a positive evaluation next time.
#4: EMPLOY THE SANDWICH METHOD
Last but not the least, the spirit in which you approach this conversation will make or break the event. A genuine intention such as helping your employee improve can foster a positive relationship with the employee. In return, the conversation will be more effective and lighter.
During the review, please employ the sandwich method. Start with emphasizing how confident you are with his or her abilities to improve. Then, air out the areas that you need to strengthen. Lastly, spend more time on the positive aspects of his or her performance.
Discussion about how an employee can continue to grow on one’s performance should comprise the majority of the time when it comes to evaluating “average performing” individuals. Just keep the discussion motivating.