Not every business owner, office manager or supervisor is a big fan of providing employee performance reviews. Many fear experiencing the brunt of having to explain to their employees where they require improvement. While it’s an admirable trait to care about the feelings of the individuals who work for you, make no mistake that performance reviews are absolutely necessary. They benefit both the employee and the business.
Employee performance reviews shouldn’t be designed to simply point out mistakes. Naturally, they provide opportunities to highlight the many accomplishments of your employees. Delivering a well-balanced package of constructive criticism and performance praise is the best way to write a successful employee review.
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The dread of the performance review is rooted in anticipation of being hit with something that should have been addressed months ago. Make sure to have a face-to-face meeting with each team member. This is important – a private one-on-one is easily the best way to provide feedback. Begin with a positive statement including your appreciation of your employee’s efforts. Stick the learning opportunities in the middle of your discussion and end the review with a motivational message.
“Don’t leave the review without mutual understanding and respect, and don’t let any employee feel like they’re in the dark going forward,” insists Sammi Caramela on BusinessNewsDaily.com, “Encouraging your employees and expressing your appreciation gives an added boost to a primarily good review, or it lifts your employee’s spirits after a somewhat negative evaluation.”
Encourage a back and forth dialogue.
Each employee review you provide should also result in a review of your company. There’s arguably no better way to implement business-boosting improvements than to hear suggestions “straight from the horse’s mouth”. Encouraging your employees to discuss their own concerns will make for stronger in-office relationships and a more motivated staff. Be sure to ask questions so as to learn what strengths and weaknesses need to be properly addressed.
On Impraise.com, business owners are encouraged to make their employee reviews conversations. “Unless you’re watching a Shakespearean tragedy; no one appreciates a monologue,” says the site, “Performance appraisals are often dreaded by managers because they feel the burden is on them to provide the materials for the conversation around the performance meeting.”
Set your expectations going forward.
There’s truly no reason for an employee review if there is no intention to make improvements. When it’s all said and done, your employees should have good handles on what is expected of them going forward. As well, you should be well aware of what to look for from each of your employees. While ending each review on a positive note is important, it’s also vital you make clear your expectations going forward.
“The last section of my written employee performance review framework supplies a brief set of expectations for the upcoming year,” notes Tim Gaur on Goco.io, “While this section is short and not intended to serve as the formal development plan for the employee, it is a launching point for the conversation about the employee’s growth and your future expectations.”
For more expert advice on how to write a successful employee reviews, contact Hire Value Inc. today!