Your employees should know when it’s coming. And be sure that the performance review isn’t a surprise. Some set them for every three months.Ĭhoose a frequency that’s right for your business and your employees. Many businesses hold performance reviews at the end of major projects. Instead, provide feedback throughout the year. 4) Conduct Reviews Frequentlyĭon’t make your performance review an annual event. Has the position changed from when the description was written? Have new duties been introduced since the employee was hired? Only when the job description is up to date and accurate will you be able to provide a fair performance review. While you’re looking at the job description, make sure it’s up to date. Were there certain aspects left lacking?.
Did the employee satisfy all the responsibilities and requirements listed in the job description?. Whether it’s for a waiter, a food runner, a customer service rep, or something else entirely, ask yourself these questions as the basis for the rest of your review: Our suggestion: review the job description. Many managers wonder where to start when they’re faced with putting together a performance review. If you do decide to hold a performance review in your office (which is a great way to make your employees comfortable), silence your phones, turn off your email, and hang a “Do Not Disturb” sign on your door before the meeting starts. Even simple interruptions - phone calls, emails, your mobile phone beeping, someone knocking on your door - diminish the effectiveness and poignancy of what you have to say. Holding your performance reviews in a location other than your office is an ideal way to minimize distractions. There’s nothing wrong with using a conference room for a performance review, but sit next to the employee rather than 20 feet away and do what you can to put them at ease. If you would be intimidated, chances are your employee will be intimidated as well. The supervisor at the far end of a long table tells you to have a seat at the opposite end. You walk into a cavernous conference room. Imagine yourself in your employees’ shoes. Making the environment in which you hold your performance review as comfortable as possible goes a long way toward putting your employee at ease even before the meeting begins. 1) Make The Environment As Comfortable As Possible Whether you compose a written performance review, conduct a face-to-face evaluation, or do both, these 15 tips will help you inspire the best from your employees. 
15 Tips For Conducting Performance Reviews Whatever system you settle on, make sure that the performance review is easy to read (if you go with a written form) and communicates the information clearly and concisely. Some businesses use an A, B, C, D, F grading system. How you choose to format and grade these components is up to you and the needs of your business.
Ability to accomplish goals and meet deadlines. Most performance reviews will be built on six fundamental components: What Should A Performance Review Look Like? When you build your performance review around these metrics, it gives your employees the information they need to grow within their position and benefit the business as a whole. Shine a light on areas where improvements can be made. Think of the performance review as a way to: Rather, it’s an honest evaluation of the employee’s performance, both good and bad. What Is a Performance Review?Ī performance review is not an opportunity to unload a long list of criticisms. All this stress and struggle is avoidable if you, the manager, approach the task in the right way.īut what is “the right way”? The experts at Sling reveal 15 tips for conducting a performance review (be it written or face-to-face) and show you four examples of performance reviews that really work. Employees aren’t sure how to take the feedback and begin to worry about their jobs. Managers struggle to balance positive feedback with the need for improvement. Few tasks create anxiety among managers and employees like the performance review.
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