Let’s face it. Performance reviews can be anxiety-inducing for everyone involved, but they don’t have to be!
Here are some quick tips:
- Give insight into the process. Be transparent with the process and expectations. Share what is required, how much time they should spend on the reviews, and someone they can contact if they run into questions.
- Involve the employee in every step of the process. Share the agenda 1-2 days before your review conversation. Providing a plan gives time for the employee to process the information and not be surprised by anything.
- Follow up. Be sure to capture notes and circle back on any goals, feedback, or insights shared in the conversation.
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Additional ways to improve your company’s performance reviews
1. Let those company values shine.
Your company values should be incorporated across all sectors of your company. Incorporating them into your performance reviews is a great way to show your commitment to them and how your employees incorporate them into their work.
Suggested ways to incorporate:
What is one value X exemplifies and one they could work on?
Provide an example of when X has demonstrated a particular company value.
Use a scale to rate the employee’s commitment to each company’s value.
2. Incorporate peer feedback.
Peer feedback is a great way to gather feedback from different perspectives. Managers may not be the ones working with individuals on a daily basis. A strong company culture depends on being open to giving and receiving constructive feedback. Allowing employees to have a voice is a wonderful way to promote a culture of continuous development.
Suggested questions:
What would you say are this peer’s greatest strengths?
What are some areas this peer could improve on in the future?
Please share any additional feedback you’d like to provide about working with this person.
Tip: Gather peer feedback prior to the manager and employee performance conversations. This allows the manager to incorporate peer feedback into the review conversation.
3. Make it a conversation.
A performance review should be a constructive conversation between manager and employee. Employees should come prepared to conversation as much as managers do. Allow the employee to share their view on the last year, reflecting on what went well, what goals they achieved, and what they would like to work on in the future. Document the review with notes, goals, and any follow-up needed post-review.
Want more performance review tips? Email us at info@reverbpeople.com with the subject PERFORMANCE REVIEWS
