‘Whether one approves of people or the way they do their work, their performance is the only thing that counts.” – Peter Drucker
Do you dread performance review time? Performance reviews can be anxiety producing for both the manager and the employee. Managers dislike the amount of time it takes and fear possible confrontation. Employees worry about being surprised during discussions and unclear about what is expected of them. Here are a few tips to overcome these concerns and reduce the anxiety for both parties:
— Establish Expectations and Performance Standards:
Employees should know how their performance will be evaluated prior to the start of the review period. Items to include: appraisal forms, job descriptions, policies, and specific quality and quantity goals. Individuals should be shown a connection between their performance and department/company goals.
— Coach and Capture Data Throughout the Review Period:
Never wait until the performance review to give feedback. The review should merely be a summary of results and discussions. Remember the phrase: “Nothing New On the Performance Review.” Reviews become a more accurate reflection of performance and are easier to complete if a tracking mechanism is used throughout the review period to capture significant events and data.
— Write Professional Appraisal Comments:
Comments should be. Clear: Readily understood, short and to the point; Specific: Utilizing dates, numbers and descriptive instances; Business Focused: Discussing the impact to the company and/or coworkers; Self-Esteem Focused: Treating employees as responsible adults and preserving their self esteem and your relationship.
When done correctly, performance evaluations provide motivational value through open and honest communication and serve to keep the organization focused on achieving its goals.
Interested in a Performance Appraisal workshop for your managers?