10 Things I Know About Performance Reviews
Kathy Greer is president of KGA Inc., a Framingham-based HR consulting firm. She can be reached at info@kgreer.com.
10. Communicate
There should be no surprises in a review because you’ve been providing feedback — positive and negative — all along. Ask for status reports on a regular basis to avoid getting off track.
9. Make Time
Performance reviews are incredibly important to employees. Stick to a scheduled appointment and give it a priority.
8. Be Prepared
It will be helpful to refer to a copy of the job description, project lists and other pertinent information. Think ahead and consider what a good outcome would be if everything goes well.
7. Outside The Box
Lots of managers agonize over what form to use and end up skipping the review completely. An effective review can just be a good discussion about what did and did not go well, areas for improvement and areas for development.
6. Offer Advancement
It always helps to know how you fit in. Use the opportunity to tie the employee’s job to the company’s and department’s goals. Also discuss steps that the employee can take toward advancing his or her career.
5. Be Specific
Whether giving positive or negative feedback, have meaningful examples at hand. This will show that you’ve been paying attention and prepared for the meeting.
4. Stay Relaxed
Reviews are nerve-racking for most employees. Use your best listening skills and empathy to create an open environment and watch for “coachable moments.”
3. Listening Ears
Give the employee plenty of time to talk. You may have been missing valuable feedback from your employee during your busy days.
2. Be Appreciative
Even if salary freezes are holding you back, you still may be able to give a spot bonus to someone who has been exemplary.
1. Start Documenting
Make a vow with yourself to keep a better handle on managing performance next year. Put reminders in your calendar for monthly or quarterly meetings to communicate about progress and performance.
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