Top 5 tips to guide employee performance reviews

Employee reviews play a large role in the motivation and development of professional teams. Annual employee reviews are a valuable tool for employers and employees alike with it being a great opportunity to reflect on progress and opportunities in the workplace and individual growth. Every organisation has their own process for performance reviews but the backbone of all should be the same to make yearly performance management reviews a beneficial use of everyone’s time. We’ve put together the priorities that should be considered when developing an employee performance appraisal process.

1. Job descriptions and goal setting

In order to accurately measure the performance of anything whether it be an employee’s performance or a digital campaign, you need to know what the role and expectations are.

Reviewing an employee’s performance based on their job descriptions and expected tasks is the best way to determine how well they are fulfilling their position and performing.

Each appraisal should see goals set to further develop an individual in their job role. Looking back on these at each performance review and noting the progress made on them is also an important aspect of performance reviews.

There should always be a way to link each individual’s goals and performance to the strategic direction of the organisation. In this way, you are getting two for the price of one- People who feel like they are part of something as well as increased company success and profits!

2. Look at the long term

Often during a performance review we are thinking back off the top of our head, meaning that examples and performance is based on the most recent performance as opposed to looking at the entire year.

Software or other tracking system can be very useful when it comes to keeping track of positive and negative performance in the workplace over 12 months to get a better picture of how an employee is going in their role.

3. Be prepared

As an employer or manager, your performance reviews won’t have the potential benefit that they could achieve for your workplace is you go into the meetings unprepared.

Preparation is key for getting the most out of any situation and performance reviews are no different. Rather than winging it, make notes of what you wish to discuss with the individual; what they have done well, what they could improve, examples and where you would like to see them develop to professionally in the next 12 months.

Winging it will waste everyone’s time with no valuable, actionable insights or plans being put in place by the end of the appraisal.

4. Don’t ignore the positive

It is all too easy to tell an employee what they are not doing so well and how you would like them to improve. While this is definitely necessary, this must be balanced with positive in order to maintain staff motivation and job satisfaction.

No employee will be doing everything wrong, all of the time. If they are, why are they still on your payroll? Entirely negative feedback will diminish confidence and drive to do well in the workplace.

Use positive feedback regularly and be sure to include it in performance reviews to communicate with team members that they are beneficial and adding value to the company to prevent a dip in productivity.

5. Nothing new

An employee shouldn’t hear anything new in a performance review meeting. These meetings should be used to summarise what has already been discussed previously through feedback on submitted work, more casual conversations and issues that have popped up over the course of the year.

Notes of these positives and negatives should be developed over the course of a year to look back on and discuss the outcomes of the feedback. Nothing in a performance review should be a surprise to either the employee or employer.

At Coaching Combinations, we understand the value of properly conducted staff performance reviews for your business. If you would like to discuss how we can assist your company develop an appraisal system and implement performance review software, please contact us today on 0412 155 567 or get in touch via email here.

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