Carrying out an employee performance review can be a little awkward, but it is a necessary part of running a company. Performance reviews fulfill a vital role in not only providing the employee with feedback and suggestions but also allowing the employee a chance to give their own feedback on what it is like to work for the company.
Performance reviews should be seen as a mutually beneficial, two-way process, that can help employees and employers to decide on common goals and a plan for the future. They can also provide motivation for employees and make them feel more connected to and invested in their work and in the business. However, a poorly carried-out performance review can have the opposite effect and even drive an employee away from the company.
Here we will explore the do’s and don’ts of carrying out an employee performance review!
Prepare Ahead
You should always make sure that you have prepared employee feedback before the meeting so that you can stay on track and address any specific concerns or praise without forgetting anything. Start preparing months in advance by using the best performance management software. This will help with referring to their progress throughout the year, looking at what they have done well and where improvements are necessary.
Involve HR
It is generally recommended that you include a member of Human Resources in the review. There are two main reasons for this. The first reason is that HR managers are trained to communicate and mediate between employer and employees, and the presence of HR in a meeting ensures that the balance of power between employer and employee is kept in check, and the employee feels free to speak and be heard honestly. The second reason for involving HR is so that they can take meeting notes in writing to be kept on record for both employee and employer to refer to in the future.
Be Specific in Setting Goals
If an employee’s performance is below what is expected in a particular area, you should always give them feedback that is precise and concise. Do not be vague, as this may lead to confusion. It often helps to identify particular issues and suggest specific changes that could be made that would help to solve these issues.
Listen as Much as You Speak
While a performance review is a useful opportunity for you to provide feedback to an employee about any aspect of their work, it is also an opportunity for the employee to provide feedback to you, and for you to potentially learn from this feedback.
Provide Employees with a Written Copy
It is important to keep meeting notes and conclusions for future referrals, as well as to monitor progress between one review and the next. Providing employees with a written copy of these notes not only makes them more likely to remember the feedback that you have given them but also enables them to take ownership of their own progress!
Avoid Personal Attacks or Criticisms
The most important thing to remember when carrying out an employee performance review is to always show as much respect towards that employee as you would expect to receive from them. Any issues you have with their performance should be referred to directly and not linked to their personal character. For example, accusing an employee of being lazy is usually counterproductive, and they may be experiencing difficulties which could be addressed in order to make the job easier and yield better results. If an employee’s productivity has been low in certain areas, identify those areas and attempt to work out the potential reasons before jumping to conclusions or making accusations.
