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Tips on the Perfect Performance Review



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Something many dread in the business world is the performance review. Whether you are giving or receiving the review, they take a lot of time and can involve uncomfortable moments. But from an HR perspective, performance reviews are very important as they not only give employees much needed feedback, but also keep managers accountable for knowing their team and the work they provide.

So how can you make such an important task less dreadful and more productive?

Follow These Do’s and Don’ts

  • DO ensure that you create a review that is particular to the position. A performance review is not a one-size-fits-all act.
  • DO create measurable objectives and performance goals, and follow up with the employee at set milestones to ensure they are growing in their position.
  • DO create a review process that involves both parties. The manager and the employee should both play a part. Make this a learning experience for the employee.
  • DO hold all managers and supervisors accountable for implementing effective reviews.
  • DO involve an HR professional in the performance review process. It is important to have someone who understands employee law.
  • DON’T give an annual raise or promotion after a poor review. This is not something you have to do. Reward based on merit not habit or guilt.
  • DON’T focus on one issue during the entire review. Be sure to evaluate the employee as a whole.
  • DON’T have inconsistent reviews in a department or company. Treat all employees equally.
  • DON’T let the contents of a review be a surprise to the employee. Issues, challenges or opportunities that are discussed in a performance review should have been discussed or addressed at some level prior to the review.
  • DON’T only offer support for improvement in a performance review. Have an active relationship with your employees, and mentor them along the way.

A performance review should not be a one time event. It should be worked into the daily management of your employees. By being a manager and supervisor of people, it is your job to play an active role in their professional lives.

Posted in: Employee Management