Tips for Effective Performance Reviews of Employee

Human resources are the most valuable asset of any concern. You too will agree that without active participation and support from your employees its will be impossible to keep the growth chart steady. While working for your concern, every employee need to know how they are performing and where can they develop themselves. To meet this goal performance reviews are held.

Performance reviews are something that every employee dreads, but it should not be so. You need to get it designed in such way that an employee will feel comfortable during the review. It should be structured and two-way review that will improve employee’s performance evaluation and satisfaction. Few tips that will help you to hold an effective performance review are

Be Prepared

To make the performance review effective, you need to be prepared. Keep the job description of the employee handy and also company’s goals. Gather information about the employee. Like, their performance metrics, attendance records, manager’s note and if required customer feedback. Your organization must have performance management system. Prepare the points to be discussed with the employee and keep scope so that they too can make comments.

Pick A Good Time and Place

Performance reviews always put stress on employees. Pick a place in your office where you can discuss their performance without disturbance. After selecting the date and place inform the employee well in advance. If your employee meets clients and customer, schedule such time when they can be free from such things. Overall, make sure that you create an environment where you two can converse over their performance.

Seek out Employee’s Perspective

Every feedback gathered by you is important for employees review, so is their own evaluation of the job performed by them. If you already have self-evaluation form, ask the employee to fill it before you start a discussion. If not, consider implementing it. The moment you share your thoughts about their performance and ask for their feedback, they will start participating in the process.

There will be employees who are well-acquainted of this process, so you need not worry about them. You have to make those employees feel easy and participative who are new to the process.

No surprises, please

While you discuss the performance of your employees, do not tell them something positive or negative for the first time. The system in your organization should be such that employees know about their feedback from their managers. Any performance issues should be told to them long before you sit for the performance review. This is not a place to correct an employee or praise them. Performance reviews are to let the employees understand how much have they accomplished for organizational goals during last year.

Stay On Track

You may have to conduct a lot of performance reviews and even the employees have their job. So, be specific about the things to be discussed. If you feel that something is important to the employee and is still not discussed, bring the topic up.

Try to end the meeting with a positive note. Ask the employee how can you help them to reach their career goals. After an employee leaves the performance review, they should have a clear idea about their performance last year, what is company’s expectation from them in future and where do they need to develop.

ABOUT THE AUTHOR

EZ HR Consultants is one stop shop for all HR payroll services & legal consultancy needs based out of Delhi, India. Our services start from hiring, job profile definitions, job evaluations, defining policies to legal retainer services.

EZ HR Consultants is one stop shop for all HR payroll services & legal needs based out of Delhi, India. Our services start from hiring, job profile definitions, job evaluations, defining policies to legal retainer services.