These tips are applicable in your daily conversations with employees. They are also critical in your periodic, formal meetings with employees to discuss job goals and performance. These ten tips will help you make performance reviews positive and motivational. They will improve—not deflate—your ability to interact with your reporting employees.
- The employee should never hear about positive performance or performance in need of improvement for the first time.
- No matter the components of your performance review process, the first step is goal setting.
- During preparation and goal setting, you need to make how you will evaluate the employee’s performance clear.
- Avoid the horns and halo effect in which everything discussed in the meeting involves positive and negative recent events.
- Solicit feedback from colleagues who have worked closely with the employee.
- If your company uses a form that you fill out in advance of the meeting, give the performance review to the employee in advance of the meeting.
- Prepare for the discussion with the employee.
- When you meet with the employee, spend time on the positive aspects of his or her performance.
- The spirit in which you approach this conversation will make a difference in whether it is effective.
- Conversation is the key word that should define a performance review meeting.
The performance review can enhance your relationship with employees, improve performance for your organization, and enhance employee-manager communication significantly.
For more info, visit: https://www.thebalance.com/effective-performance-review-tips-1918842