A well-conducted performance
review benefits both employer and employee.
First, performance reviews
provide an opportunity to assess the employee’s contribution to the
organization and identify his or her strengths and weaknesses. It’s a great
time to discuss poor performance as well as congratulate strong performance.
Remember the following tips
when conducting reviews:
• Set a date. Sticking to a
set date and time gives the meeting meaning and shows a commitment to employees
and their work.
• Meet in a quiet setting.
• Prepare ahead of time.
Before the meeting, review the employee’s goals. Document your praise and
criticism and ask the employee to come prepared to assess his or her
performance.
The six components of an
effective review include:
1. Past goals: Review the
employee’s job objectives, offering praise for accomplishments and suggestions
for improvement.
2. Company’s direction and
goals: Discuss with the employee how his or her job responsibilities support
the company’s short- and long-term goals.
3. Set goals: Determine what
is to be achieved and how it will be measured.
4. Employee feedback: Allow
the employee to voice his or her concerns and respond to your review.
5. Career development:
Identify professional development and training that will help employees grow
professionally. Discuss the requirements and skills necessary to earn a
promotion.
6. Follow-up: Write a
summary of your review and document goals for the coming year. Research and
address the employee’s concerns and/or questions.
- Source: Tire Review
Business Toolbox