Have you let performance reviews go to the wayside at your organization? While they may seem tedious or unnecessary, reviews serve as one of the only ways to truly evaluate employee performance. Without reviews, it’s nearly impossible to determine what promotions should be made, or what members of your team are having a negative impact on your work environment. According to an article by Harvard Business Review, performance is the value of employees’ contributions and employees’ value needs to be assessed in some way. Employers that take the review process seriously will have the power to improve employee performance and create a culture that’s invested in the growth of its people. Here are three strategies for successful end-of-year reviews:
Adhere to strict review protocols.
Taking the time to proactively schedule performance reviews demonstrates an investment in your employees’ success. Adhering to a strict protocol for scheduling reviews will ensure your employees are given the critical feedback and guidance they need to excel in their jobs and grow professionally. By providing advance notice, you’ll give your staff enough time to prepare their own notes or questions for the meeting. Additionally, it’s equally important that your managers approach each review with full documentation regarding every employee’s performance.
Establish goals during every review.
Every employee will have their own set of strengths, weaknesses, and core areas for improvement. This is why it’s essential to establish goals during performance reviews, so employees have a blueprint for what changes to make moving forward. Setting shared goals and expectations will serve as a benchmark for making progress, giving employees motivation and understanding of how they can improve their performance and achieve greater success in their roles. You can set at least one or two goals specific to the employee’s abilities and make a plan to discuss these goals again during the next review.
Encourage employees to ask questions.
While employees will be given feedback during the reviews, it’s essential that managers also encourage them to ask questions. Employees who feel comfortable asking about their performance will learn more about what changes they need to make to achieve their desired outcomes. Furthermore, this type of two-way dialogue will increase engagement among staff and empower them to communicate more with their managers.
By implementing these practices, you can prioritize performance reviews at your company while increasing employee engagement and morale.
If your company needs higher quality staff, learn how Marquee Staffing can help and get in touch to request a consultation.
