Effective Performance
Whether you call them appraisals or reviews or something completely different, the key part is actually doing them. I’ve never found a manager who likes doing them but for most employees, it is crucial to their own development and the part they play in meeting the company’s objectives.
How to conduct effective employee performance reviews
Appraisals are important – not all employees are confident enough to ask how they are doing and providing constructive feedback reinforces their efforts. Whether hybrid or office based, these reviews are key to motivating your workforce.
Here are our 3 top tips to help:
1. Give constructive feedback throughout the year
It is true that most of the preparation for carrying out an employee appraisal is done throughout the year. Remember if the only time you provide your employees with feedback is during an annual or six monthly review, you could be wasting important time that your employees could use to improve. We have helped keep many employees on the right track by helping managers through the process of giving constructive feedback which has proved invaluable to them.
By providing constructive feedback throughout the year, will help ensure that your employees are doing well, that your organisation is doing well, and that morale is as good as it can be. In our experience, we often say that what someone hears at their appraisal should not be new news 😊
2. Be open and honest about expectations
Throughout the year and prior to the appraisal, make sure that you are open and honest about what it is you expect from your employees. They should always know to what level they are expected to perform, however we also feel it is crucial they know exactly what they will be measured against.
3. Offer solutions and assistance
If you notice employees are struggling, offer your assistance or solutions. Remember that you aren’t just an evaluator and this exercise shouldn’t be viewed as a school report, you’re a leader, too. If you expect employees to improve, but don’t help them do so, they may feel unsupported and confused.
Sometimes employees wait for a review to offload their concerns; we have supported managers through this by reassuring them they are not expected to have all of the answers, but they absolutely should find out if it affects one of their team.
Can we help you?
If you’re a business owner, MD or HR professional looking for an affordable HR partner you can trust, why not talk to us. we’d love to hear from you!