Performance reviews,
when done right, can be a powerful retention tool for both your business and
your staff. Providing your staff with regular feedback not only lets them know
objectively how they are doing, but it also allows them to become a more integral
part of your organization. Essentially, it comes down to providing your employees
with suitable information to help them understand and fit into the culture of
the company.
Beyond just
helping employees become better at their jobs, performance reviews can also
help prevent turnover; they cultivate top performance, professional growth, and
engaged employees.
Good performance
reviews involve coaching, planning, and presenting concise and useful unbiased information
that employees will carry back to the job. The following provides an outline of
the do’s and don’ts for conducting the most productive performance reviews.
Be prepared,
don't wing it. Be ready or
reschedule. Surprisingly managers are often not fully prepared or lack all the
information necessary to conduct an effective appraisal.
Don't get caught
up in pleasantries or small talk. It's easy to
get started in polite conversation. This is not the time for that.
Turn off cell
phones and hold calls. Don't be
distracted. Employees will have some nervousness during the process so it's
important not to have any distractions. They deserve to have your undivided
attention.
Keep the meeting
private. Shut the door. No one wants to discuss personal
information with the door open for coworkers to hear.
Stay on topic. Don't be a "negative Nellie” . Feedback must
be constructive not destructive. Discuss their performance, not other people’s.
Keep your
emotions out of the conversation--stay objective. Managers that
are obsessive about a particular employee's performance can find themselves
overstepping boundaries and alienating the employee.
Let the employee
talk. Don't talk over them, or
finish their sentence or cut them off. Be respective.
Proactively
listen and actually hear what the employee is telling you. Allowing them to
make their point will give them a sense that they are a part of the
conversation and that their voice is being heard.
Don't give out
platitudes. "You're
great, you're wonderful, a hard worker" can be interpreted as insulting.
If your goal is for someone to leave the evaluation feeling like it was a waste
of time, then don’t use those tired old expressions like "you're the
best."
Overall, it's
critical to the success of the review process that you have a well-thought out
approach that is fair and equitable to both the employee and the company. Mistakes
can be more costly than you might imagine, including lost productivity, loss of
faith in management and loss of commitment to the tasks at hand. It can literally
take months or years to regain employees' lost faith. So by avoiding these
common mistakes it will help you to conduct more productive performance
reviews, designed for team members to grow and learn.
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