Every team member looks forward to their performance review, no matter how nervous or uncomfortable the employee seems. Just as equally, companies looks forward to the performance review process to address needed areas of improvement and reward performers for a job which has been well done. Here are some tips to make the transition an easy one for both you and the employee.
Tips for a smoother transition
The best performance appraisals come from a connection with the employee. Refrain from one sided reviews and engage the employee in a conversation that allows both parties to have an understanding on the direction. Don't be afraid to ask your employee what can be done to boost morale or effectiveness of meeting job goals (within reason). Their answer may not be a plan that you can implement at the moment, but let their voice be heard and let them know you care for how they feel and will present the idea to your management whenever possible.
360 degrees of employee evaluation One of the most popular employee performance review processes is the
360 degree feedback. Using the employee under review at centre within the circle, the evaluation targets the opinions and critiques of staff, customers, management or anyone within your company from all around - a full circle of feedback. Advantage This 360 assessment can especially help to soften the blow of delivering less than pleasant news such as areas of improvement. Since staff evaluation can negatively affect morale, using 360 appraisals of employees should be limited to the employer's decision. Use this critique to help to mediate whether or not your employee is a strong or weak performer. Remember to never use the words like weak, lacking or deficient to let your employee know that they are anything but an asset to your company.
More tips for transitioning smoothly
Make the employee comfortable by addressing where they excel first. Chances are that your employee already knows which areas they can improve in. However, sometimes motivation and positive enforcement can enhance their overall performance and bring out better qualities. Incorporate career development into the job appraisal. Nothing can zap the life out of an employee like the feeling of running in place without a goal to work towards. If you haven't already, take the time during the work appraisal to discuss potential career choices within your organisation.