Traditional employee performance reviews have been receiving a lot of criticism lately, the reason being they are not effective at driving performance.
Performance reviews, irrespective of their frequency, are often a herculean task for the managers.
The strategies listed in this article can help the supervisors create positive experiences to cheer their team members and motivate high performance.
Performance reviews, otherwise known as performance appraisals or evaluations, are two-way, individualized conversations between managers and employees about performance impact, development, and growth. They are a vital element of an organization’s overall performance management plan.
Conventionally, performance reviews that aim at evaluating past performance happen once a year. However, appraisals in recent times take place on a quarterly or monthly basis and focus on improving forthcoming performance.
Performance reviews are crucial as they:
Research has revealed that managers aren't too fond of the whole performance appraisal system. The reality being that several managers don't know how to optimize the appraisal process, it requires the employers to offer them proper training to make the most out of it. Experts suggest taking care of the following points during the training to witness a more efficient appraisal process:
Note: Gallup's research shows that personalized recognition tailored to an employee's strengths can be beneficial.
Here are some of the major components of the review process that managers have to consider.
To ensure the objectivity of the appraisals, managers have to collect data and examples from a variety of sources such as recent recognition, engagement survey responses, 360-degree feedback from other managers or colleagues, talent review ratings, one-on-one notes, goal progress, hiring documents, etc. To avoid bias and misinformation, every statement made by the supervisor should be fueled by data, and not by their individual opinion.
Employees will have a high opinion of the appraisal process if they are active participants in it. To achieve this, self-evaluations must be a part of the performance review process. Also, see to it that you include 360-degree feedback so that every employee can assess the performance of their managers and peers. Before the appraisal meeting takes place, managers should work with each employee to create a clear, shared, and collaborative agenda with main points of discussion.
Experts claim that when your employees realize that they are going to be graded on the progress they made toward goals the entire company shares, they will alter their behavior accordingly. By bringing up the organizational goals in the performance reviews, employees will be reinforced to improve their efforts to fulfill the company’s objectives.
It becomes important to ask the right questions to keep you focused on the topics that are vital to the success of your employees in particular, and the organization in general. You may include some of the following questions in your performance review:
When you meet with your employees for the appraisal, you’ve to be thoughtful, considerate, and take the time to prepare. Make sure you stay positive and constructive, focus on solving problems and suggesting growth opportunities, emphasize the individual and avoid bias, and treat good performance with respect.
Managers should understand how the employees react to negative feedback. When providing adverse feedback, it is vital to adhere to the facts and focus on steps that help the employees improve their future performance. This will give them a clear idea about how to avoid the same issues and mistakes while moving ahead. It must be kept in mind that the motive of a performance review is not to point out the negative aspects. You must highlight the notable skills or aptitudes demonstrated by the employees to balance negative with positive feedback.
Since performance conversations should be a dialogue, listening to the employees will help managers understand them better. After an employee shares their feedback, you may repeat what you heard. This allows you to check that you correctly understood what the other person said.
Performance conversations shouldn’t come to a close when the meeting is over. Managers should make sure that they and their employees review notes, define the next steps, and follow up with shared comments and feedback. Employee performance follow-up is an integral part of an effective review. By keeping the conversation alive and maintaining an open-door policy, your employees will feel motivated to perform better in the upcoming quarter.
Bonus Tip: Track the success of your employee reviews. This requires the managers to build a strategy that lets them keep track of their employees’ progress in the future.
It’s high time employers and managers realized the need to abandon their yearly performance appraisal system. To enhance the performance of your employees, you require novel and flexible solutions to keep pace with the industry trends in these challenging times. We’re sure the strategies outlined in this article will help you craft an effective system for performance evaluation that in turn contributes to your organizational growth.
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