A well-conducted performancereview benefits both employer and employee.

First, performance reviewsprovide an opportunity to assess the employee’s contribution to theorganization and identify his or her strengths and weaknesses. It’s a greattime to discuss poor performance as well as congratulate strong performance.

Remember the following tipswhen conducting reviews:

• Set a date. Sticking to aset date and time gives the meeting meaning and shows a commitment to employeesand their work.

• Meet in a quiet setting.

• Prepare ahead of time.Before the meeting, review the employee’s goals. Document your praise andcriticism and ask the employee to come prepared to assess his or herperformance.

The six components of aneffective review include:

1. Past goals: Review theemployee’s job objectives, offering praise for accomplishments and suggestionsfor improvement.

2. Company’s direction andgoals: Discuss with the employee how his or her job responsibilities supportthe company’s short- and long-term goals.

3. Set goals: Determine whatis to be achieved and how it will be measured.

4. Employee feedback: Allowthe employee to voice his or her concerns and respond to your review.

5. Career development:Identify professional development and training that will help employees growprofessionally. Discuss the requirements and skills necessary to earn apromotion.

6. Follow-up: Write asummary of your review and document goals for the coming year. Research andaddress the employee’s concerns and/or questions.

– Source: Tire ReviewBusiness Toolbox