Revamping performance reviews to increase employee engagement

20 Apr

HR professionals need to review their own processes throughout the year to ensure employee engagement.

Employee reviews are critical to career development and business growth. Human resources professionals must examine the review process closely, as many companies tend to use the same methods for performance evaluations year in and year out. Revamping reviews can enhance employee engagement

The power of inclusion
Feedback is certainly a powerful tool in that it clarifies exactly what tactics are working for an employee and which ones need improvement to keep up with performance standards. However, Inc. magazine noted that simply administering feedback to employees isn't always enough to convey their importance in relation to the entire company. In fact, workers who are given an equal combination of autonomy and responsibility to make decisions feel more valued in their roles.

Fast Company reported that when employees are asked to make decisions that directly influence their work and that of their peers, a greater sense of community and well-being begins to build. Happy employees are more productive and contribute stronger work to their organizations because they see the results of their efforts. 

Rather than reviewing an employee from only one side of the table, HR should consider turning the process into a conversation. Offering the employee a chance to evaluate his or her performance before listening to outside input can establish a stronger relationship between worker and employer. This action demonstrates trust and interest in fostering that employee's success. Whether beginning the review by asking employees to discuss their work or sending out planned review questions ahead of time, this approach gives workers a greater sense of control over their positions and their ability to improve.

Once may not be enough
Business Insider encouraged companies to think outside of the box and review employees more frequently so that any negative observations are addressed sooner rather than later. Surprising employees with the news that their performances have been less than acceptable for a long period of time will immediately question their future with the company and how highly they are valued by supervisors.

The negative effects of comparing and contrasting
It's hard not to measure oneself against peers; bosses and HR professionals must be sensitive to the fact that team members may already be in silent competition with one another. It doesn't help to compare any employee to another, particularly during a performance review. Instead, it's a good idea to narrow the focus to the employee under review and his or her strengths. What does this person bring to the table that no one else does? How are contributions made in meetings conducive to growing the business? 

In the same vein, if it seems a team member is not fitting in with others, avoid discussing the situation in a negative light. Explore how this person's unique perspective can contribute to the team's assignments. 

A robust human resources management software platform provides HR professionals with the tools they need to develop the most productive method of conducting performance reviews possible.

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