Performance ReviewsMay 11, 2017 3:39 pm
Whether it is called an annual review, performance review, or a salary adjustment meeting, these workplace events can be stressful for both the employee and the manager. These meetings may seem like a blip on the radar as they usually only happen annually or bi-annually, but they can set the tone for your company and the expectations that you have for your employees across the entire spectrum of leadership. Here are a few tips to help make performance reviews positive and motivational.
- Prepare in Advance – Never go into a performance review without preparation. Both the manager and the employee should plan in advance with a worksheet that they can fill out prior to the review that lists major accomplishments, strengths, weaknesses and future goals going forward. This will give both the employee and the reviewer a good way to organize their thoughts.
- Keep Things Positive – Avoid heading right into the areas where you would like to see improvement. Instead spend the vast amount of time during the review talking about what went right during the year, accomplishments, and improvements that you have seen since the last review. Everyone wants to know that their hard work has been noticed and find that it is rewarding when a leader in the company has taken note.
- Talk About Struggles – Every employee, including yourself has some area of the job that they struggle with. Talk about what those are for this particular employee and how the company can be of assistance to guide, mentor or support so that these things are less of a struggle. This may include assisting with a class on a topic that impacts your company or potentially arranging for a training session.
- Create Goals – During the review, be sure to talk about future goals that the employee has as well as what you see on the horizon. This is a great way to set your agenda out and let your employee know that you see things moving forward for them. They may have ideas that can build up your business as well.
- Be Ready to Do a Balancing Act – Be prepared to be constructive in your discussions but also be ready to hold your ground. The more prepared you are the easier the conversation will go. If you have questions talk to your HR department or representative.