Conducting Effective Performance Reviews

29 Aug

Before an HR professional or manager conducts a performance review, they should research correct and effective evaluation methods, as preparedness will help avoid any miscommunication while improving efficiency.

Focus on the positive

Unfortunately, it’s not always possible to be nice about everything in a review. Nobody ever wants to be mean or overly critical, but addressing problems where they exist before they turn into terminal issues is integral to quality evaluations. Be sure to start with a loose plan, because no matter how tempting it might be to walk in with a formula, there’s no way to effectively apply the same interview metrics to every individual employee.

Management can still keep an optimistic outlook on the process, though. Enumerating plans for growth and improvement, as well as listing employee contributions and benefits to the company will go into a worker’s record and provide building blocks for future reviews.

Stay on target

Coming into the meeting with a clear set of goals and a clean slate dedicated to each subject is one thing, but bringing supporting documentation for both parties to review is critical as well. The points to be discussed should be listed, as well as both positive and negative aspects of the person’s recent work history. This should also provide the employee an opportunity to review managerial perceptions and give feedback, either agreeing or refuting talking points and coming up with solutions for addressed issues.

Open communication is vital during the evaluation to ensure that both parties are clear on the areas discussed and agreement has been reached for needed improvements.

Remember to change

Making sure to set goals at the end of the performance review gives the meeting a positive close, but it’s still important to acknowledge if these meters are being met, both for the employee and manager. It’s essential the HR professionals use a critical eye when looking over evaluation materials and plan more effective strategies for the workers and managers who need them. Guided growth still needs to be enforced.

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