It's important that you not only complete performance reviews, but that you also complete them as effectively as possible. It's vital that you have a step by step process available whilst completing performance reviews.
Effective performance reviews
- Be prepared – make sure you and the employee are fully prepared before sitting down together. Decide on both what you’re going to say and how you’re going to say it.
- Be consistent – make sure to handle performance reviews in a consistent manner. A simple approach to review criteria is to evaluate work based on quantity and quality relative to the job requirements; this could review key project activity or competency assessments.
- Lead with the positive – it’s important to reaffirm the employees’ strengths at the beginning of the review. The performance review is a good time to tell an employee how much you value their contributions to your business, although this should not be the only time you praise the employee. If you document evidence of an employees’ performance throughout the year it will be much easier to remember all of the positives when it is time for their performance review.
- Make it a two-way conversation – an effective performance review requires an interactive discussion with an open agenda. Try to find out where the employee wants to be in a certain amount of time and help them plan how to get there by creating SMART objectives. Always seek the employees input as this will help them believe that you value their opinions. The review should also be a forum for employees to voice their concerns.
- Review regularly – reviews should be done proactively with the purpose of improving employee morale and productivity. When you conduct them on a regular basis you avoid reviews prompted solely by the need to document an employees’ poor performance. Annual performance reviews can be supplemented with bi-annual, quarterly, or monthly reviews.