According to Gartner, about 82% of employees are more productive and satisfied when treated as people. Besides, twice more employees are less resistant to innovation and show greater engagement when recognized. In such a case, a new question arises – how do employees be recognized and feel like they are treated as people? This is the moment when performance reviews come into play.
10 Tips for Conducting a Performance Review
Conducting an excellent performance review can mean a difference between better and worse employee productivity. In addition, it can mean higher or lower employee satisfaction. Yet, one thing is true – performance reviews are vital. Therefore, we are here to provide you with 10 tips that help conduct only great performance reviews.
Tip 1: Prepare in advance
You need to be prepared for a performance review ahead of time. Have all the information you need on the employee in question. Take a look at past reviews, and get a grasp of the SWOT analysis. Preparation is the key to conducting great performance reviews.
Tip 2: Ask the right things and be careful
Choose your words during the performance review carefully. Ask the right things and use a calm tone to make the reviewee comfortable. Use performance review phrases that are not confrontational.
Tip 3: Be an active listener
A performance review should be about you talking as well as listening. Make sure you are not interrogating an employee. Instead, ensure the review is genuine and reviewees are there to share their opinions comfortably.
Tip 4: Provide detailed feedback
Feedback is the climax of a performance review. However, when offering one, make certain it is detailed and evidence-based. Give specific examples, and always back up your arguments with solid facts.
Tip 5: Track progress as well as possible
To maximize the effectiveness of performance reviews, you need to track things that will make a difference. It should be done with measurable goals to help you track the employees’ progress. Then, as time passes, you will cross-reference the information from tracking to see where the performance is moving.
Tip 6: Lead with a positive attitude and positive feedback
Keep in mind that the feedback should lead to something good. You must express a positive attitude and provide positive insights in such a case. A performance review should not be something employees fear and avoid.
Tip 7: Keep it close to the topic of discussion
Stay consistent with the topic and be objective. Employees need to see you are not there to interrogate or confront them. Instead, they need to see you are there to help them grow and ensure overall objectives are met.
Tip 8: Make a two-way conversation
A performance review is a way to give and receive something. After providing detailed and proactive real-time feedback, give work to a reviewee. Oftentimes, employees have much to say that can aid everyone involved.
Tip 9: Have follow-up feedback at hand
Always plan for follow-up meetings. Know your next steps. Review the notes, and have a vision of what you would do further. A performance review doesn’t end when the meeting is done.
Tip 10: Ensure performance reviews are regular
Finally, don’t do performance reviews as you please or irregularly. Employees need to know when to expect a review to have time to prepare. Besides, regular performance reviews are a great way to have a data inflow for tracking progress.
Follow the tips above, and there is a good chance you’ll have a good performance review framework on your hands. If you still are unsure how to conduct the process correctly, there are always professionals to help you with that.
What are the general tips for conducting a performance review?
In general, when conducting a performance review, follow these tips:
- Prepare in advance
- Ask as well as listen
- Provide detailed feedback rooted in evidence
- Track progress
- Plan for the follow-up meetings
- Conduct reviews regularly
What are the 3 core questions of performance reviews?
The three core questions of performance reviews are the following:
- What are the employee’s strengths and weaknesses
- What are the employee’s areas of improvement
- How can strengths be used for improvement and weaknesses aided?
How do you facilitate a performance review?
To facilitate a performance review, you need to establish key performance standards, communicate these standards to employees, determine who will conduct the review, establish the questions, and measure the actual performance.