Capturing the value of performance reviews

We find ourselves in the season of performance reviews. As the end of the year fast approaches, employees start preparing themselves for the annual meetings.

The performance review doesn’t cause stress just for the employee being reviewed. Many employers feel pressure to lead effective performance reviews. Performance appraisals can prompt employees to improve their productivity and make valuable changes. Leading a review can also help employers learn more about their coworkers.

Take this opportunity to investigate performance, observe behavior and check on work ethic. This is a chance for leaders to make themselves aware of any concerning behavior. If employees are exhibiting signs of alcoholism or drug use, managers and leaders should observe and take the necessary action. Because alcoholism often hides itself at the workplace, it is necessary to dig a little deeper. Employee reviews are one chance to seek out any hard to notice behavior. Take hold of the opportunity this year.

Making performance reviews meaningful

Here are several ways to make your employee performance reviews worthwhile.

1. Review from all angles

employee performance review

The standard review session involves one manager analyzing the work of an employee who reports to him or her. However, every employee works closely with multiple people — it makes sense to gather evaluations from several coworkers. The 360 degree review allows employees to evaluate their managers, direct reports and peers. Employees also complete self-evaluations. Using this method lets managers see multiple perspectives of one employee’s performance.

2. Be thorough

The most useful reviews involve specific and detailed evaluations of an employee’s performance. Include examples of excellent performance and share areas that need improvement. Reviews should involve honest analysis of the employee’s competencies. Follow a review structure so the information is clear and easy to understand.

3. Review often

Employees benefit from frequent evaluation. This doesn’t mean that a formal performance review is necessary every week. However, managers should be in frequent communication with employees, whether they’re offering praise for meeting a goal or advice for a specific project. Offering smaller evaluations throughout the quarter will help prevent small conflicts from growing to larger issues.

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6 thoughts

  1. I don’t think anyone really enjoys employee reviews but they are a good chance to go over what has been going right and what has been going wrong. The more honest an employer can be the better.

  2. Great ideas! I think open communication is important to have, but there’s got to be some limitations on how open that means–boundaries, if you will. For instance I would never call an employee out in front of a customer and I’m hesitant to do so in front of fellow employees. I like addressing my staff one on one to get their feelings about coworkers, work habits, etc. Thanks for the advice!

  3. Performance reviews can also help you identify whether or not someone is under stress from work or personal issues; I think that this is a crucial catch because you can prove to your employees that you really do care about them–not just the work they do for you!

  4. The whole point of a performance review is to give the employer and and employee a chance to sit down and go over how that employee is doing on the job. The conversation should be positive even when discussing ways to improve and it should also be open. Good points made here.

  5. Reviews are an important part of growth for companies and should be treated as such. If a company wants the best from its employees then it needs to keep in touch with them about what they are and are not doing right.

  6. I think it is important to let employees know upfront that the evaluation is more like a conversation rather than a questionnaire. In return, they will feel more comfortable to disclose how they feel about their work, management, and company/business overall.

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