Carrying out an effective employee performance review requires a lot of effort and time, but when it is conducted perfectly, it could bring abundant benefits to both the employee and the employer/business. Performance review should be treated as a forum for exchanging mutual feedback. It could be an opportunity to ensure that the employee continues to demonstrate the attitude and skills for taking the business to the next step.
1. Maintain performance logs
Relying completely on the memory for writing an employee review will be a herculean task. You may remember all the negatives but not the positives. So the best practice is to have a recording system for documenting employee performance before writing their reviews.
2. Conducting positive performance evaluation
When conducting a performance review session with any of the employees, start by discussing the current performance problem. Address each issue separately and accurately. The review must start with discussion of the issue. The next steps must be developing a plan, offering support, and giving positive and negative comments on the same.
3. How to turn negatives to positive
When conducting a performance review, use positive, non-judgemental ad clear language. For example analyse the two statements:
“It’s important that we help co-workers so none of us gets overloaded and we deliver excellent service to our customers.”
“It’s important to me that we share information so we avoid making errors and the time and $$ it takes to correct them.”
4. Gauging the ‘intangible’ factors
It appears so personal for any higher management to review an employee’s intangible characteristics such as judgement, cooperativeness and dependability. To simplify this, there are special formulas such as matching characteristic to the job and matching characteristic to the behaviour.
5. Omit phrases that can sabotage meetings
In any employee performance evaluation, deliberately avoid phrases that could sabotage a meeting. Choose your words with care. Unintentional use of certain words or phrases could convey a wrong message and get too personal.
6. Helping employees to perform better
In order to help your employees perform high, first put it in black and white what you mean by high performance. Involve your employees in setting up the goals. Ask them how much they can deliver and then negotiate. Set up a realistic goal or achievable goal, the goal shouldn’t be low as well.
7. Employee self review
It is a daunting job to review performance of the employees. You must not underrate or overrate an employee. So the best step is to shift the task to the employees itself for self rating.