Want to Get the Most Out of Performance Reviews?

THE BENEFITS (or otherwise) of performance reviews are a hot topic in the workplace at the moment.

While some leaders and managers firmly believe in their effectiveness, there are others who hold the opposite view.

So if you continue to use peformance reviews - it's is in everyone’s interest to outline how to get the most out of them.

According to leadership and human resources expert Susan M. Heathfied - writing for thebalancecareers.com- the performance review itself should really be an opportunity for a manager to ‘re-emphasise’ some of the areas already covered with an employee on a daily or weekly basis.

The first time a manager discusses an employee’s performance with them on a formal basis, it is recommended they have already covered many of the points they are discussing.

There is a myth about performance reviews that they should only be held only once a year.

In fact, many mid-sized companies hold at least two performance reviews a year - as well as two or more career development planning meetings annually.

This enables an employee to discuss his or her job and career, formally, at least four times a year.

There follow some further ‘killer tips’ for leaders wanting to get the most out of performance reviews:

1. Goal setting 

The first step in any performance review process should be goal setting.  This is because an employee needs to know exactly what is expected of him or her regarding their performance. Goal setting involves focusing on the most significant parts of the job and outlining its goals and expectations. You could also ask the employee to submit their own ‘self review’ – which allows them to highlight their own strengths and weaknesses

2. Share the review format

Whatever organisation you lead, every employee should be allowed access to how the organisation assesses them, and the format in which it is done. This is because each employee needs to know that by fulfilling expectations, they will be considered a satisfactory employee.

Of course, to be considered an outstanding employee, they would need to go much further than this. As a leader, therefore, it is important to document both the positive and negative performance outcomes, without being judgmental

3. Solicit feedback

Another good way to discover how well an employee is doing is to discuss their performance with their colleagues and co-workers.

Sometimes called ‘360-degree’ feedback, this information is invaluable in broadening the performance information you provide for the employee. If a form is available to outline the information, it may also be a good idea to fill it out and give it to the employee before the meeting. This can also help reduce any drama or emotion felt by the employee at the meeting

4. Prepare well 

As a leader, preparation is everything with performance reviews. Keeping good documentation is key here: and when you hold the meeting it is often a good idea to outline your information in bullet points. At the meeting, also try to spend plenty of time on the positive aspects of the employee’s performance - especially if they are performing well. Of course, it is important not to neglect any areas needing improvement and to ensure the negative aspects are also covered.

Finally, a leader should be direct, clear and concise when conducting performance reviews.

They should also approach every meeting with a positive mindset - and allow each employee plenty of time to respond.