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6 Steps to a Successful Performance Review

6 Steps to a Successful Performance Review
6 Steps to a Successful Performance Review

Evaluation performance is an important activity all companies must conduct. As the business manager, it is your job to make sure this is properly carried out. Succeed and you will inspire those who are doing good to do even better and let those who aren’t performing know where they fall short. Fail and you will be saddled with the employees who aren’t being told what they are doing wrong.

If you get stuck in a cycle of non-performing staff, your department will suffer, productivity will decrease, and your record as a manager will disappoint.

Now that you appreciate how crucial this particular task is, how do you know you are conducting your company’s performance review properly? How do you properly conduct a review?

1. Track of employee performance

Don’t just begin to keep track of how they are doing when you are informed the deadline for employee assessment is almost up. This is a recipe for disaster, as it will make you fall back on remembering recent events, as opposed to their overall performance, to rate their performance.

For this purpose you can keep a notebook or logbook where you can record what you have observed about the good and bad of an employee’s work performance. Just make sure you don’t lose it or that it doesn’t fall into the wrong hands.

2. Base your evaluations on standards, but beware of “blanketing”

Use a standard system to judge the performance of all employees. However, this is not to say you should judge all departments using the same standards. Standards that apply to one department might not apply to another that may, say, work on another aspect of the company, may have a different schedule of working hours, or may have fewer employees.

3. Be specific in your statements

Generalized, vague and motherhood statements are the bane of a performance review because they tell you almost nothing. Instead of describing someone as merely “helpful”, “industrious” or “unreliable” you can go further and cite examples. This is particularly helpful where you want them to remember something and change.

4. Have a proper evaluation tool

You can’t just craft a questionnaire and call it a performance review tool. Well, actually you can, but try doing that and see how far it gets you. You must have a gauging tool that takes all aspects of work performance into consideration and not just how punctual, helpful or industrious an employee is. When in doubt try looking for performance review examples designed by professionals in Human Resources.

5. Give feedback properly

Assessing an employee’s performance is one thing, telling them where they are strongest or weakest is another matter altogether. They may not be making any progress because they cannot understand where they have to change or your review may not just specifically point where they can make improvements. Are you sure you are using the right performance evaluation phrases that are getting through to them?

6. Give your company an advantage

If you are still not sure of the statements you are using for your performance review, why not get professional help? There are many sites that can help you craft the right performance review phrases for each employee. These professionally written employee appraisal samples will give you a template to help rate your employees and develop a framework for successful performance management.

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