Performance reviews offer helpful feedback to managers and employees, but not knowing where to start or what to say can make the process painful and awkward. Effective performance reviews are important to ensuring the growth and development of both employees and management. We’ve collected 42 performance review tips from experts so that your next performance meetings are a success.Increase the effectiveness of your performance reviews with this list of top tips.
Preparation is the key to any great performance review. It’s a good idea to document an employee's performance weekly or monthly throughout the year, even if you only hold review meetings annually. When it’s time to hold performance reviews, having this information handy will make organizing the process easier. Our biggest takeaway from this article was that managers should devote time to evaluating the good work of an employee as well as the areas that need improvement. Giving feedback on both ends of the spectrum will help to improve an employee's work and prepare them for growth in the future.
Not only does the performance review provide constructive feedback to employees, it also gives them development objectives for the coming year. Our favorite part this article is step 2: providing regular feedback throughout the year. Employees deserve and need both positive and negative feedback on a regular basis. Be timely when giving feedback, the sooner an employee is informed, the better the results will be.
Get Started Today! 5 Tips of Giving Better Performance Reviews by @ClearCompany written by @SylvieWoolf
Successful businesses can no longer rely on the most important conversation between managers and employees to happen once a year. As information is now more easily accessible, it’s pertinent that new management models are adopted. That includes addressing performance issues and wins as they happen alongside structured meetings. The most important tip from this article is to set realistic goals. Find out what goals and plans an employee has for their career. This is a great time to see if an employee’s plan and the company’s plan are aligned. Discuss the skills and experience needed for an employee to accomplish their career goals and how the organization can help them get there.Explore 42 tips on how to give effective employee performance reviews.
7 Tips for Delivering Negative Feedback to Employees Without Being a Jerk by @Entrepreneur written by Syed Balkhi @syedbalkhi
Let’s face it, negative feedback can be tough to hear and uncomfortable to administer. A majority of managers care about their employees and want to avoid hurting their feelings. Giving negative feedback is incredibly beneficial, but can be quite challenging. This article gives helpful tips to deliver negative feedback, and the tip that stood out the most to us was number 5: offer positive reinforcement. After giving negative feedback, always accompany it with positive encouragement and reinforcement even if it’s a simple goal for growth. This will ensure an employee knows they are an asset to your company.
5 Tips for Reinventing the Performance-Review Process by The Business Journals @bizjournals written by Dana Manciagli @DanaManciagli
Performance reviews should happen more than once a year to be effective. Our favorite takeaway from this article is tip #1, which explains why old approaches aren’t working. It’s important to adopt a talent management strategy that is more forward-looking and focused on development. Reviews are no longer one-time events. Embrace more frequent feedback, and use annual reviews to reflect and summarize relevant activity over the entire year.
9 Tips for Effective Employee Review Meetings by @HuffPost written by Margaret Jacoby @MargaretJacoby
The most important asset of a business is the people who work everyday to maintain its profitability. Keeping an organization running at peak performance while balancing the needs and the productivity of employees is a challenge for any business owner. There are some common mistakes managers make while conducting performance reviews. The most important tip from this article is to not give out platitudes. If your goal is for someone to leave the evaluation feeling like it was a waste of time, then use those tired old expressions like “you’re the best” or “you’re a great worker.” Instead, have an open-ended discussion on how to grow and develop, and tell your employees what they need to work on. Of course don’t ignore the positive reinforcements, just be sure to focus on development.
Interested in hearing more about performance management? Check out our performance management resource page for more tips and techniques!
As the head of a department in the midst of a sustained period of rapid growth, Sara has spent thousands of hours interviewing, hiring, onboarding and assessing employees and candidates. She is passionate about sharing the best practices she has learned from both successes and failures in talent acquisition and management.