While performance review methods and approaches can differ a lot between companies, there are some universal principles that should apply to how you talk to your employees about their performance in order to get the best results and ensure a productive appraisal. Whether you’re reviewing performance, meeting to discuss a salary adjustment, or putting a performance improvement plan in place for an employee, these tips will help you lead the meeting more confidently and get the best results.
Employees should never hear about either positive performance or performance that needs improving for the first time at the appraisal meeting, unless it’s completely new information or an insight that you have gained during the meeting itself. To improve efficiency and productivity in your workforce, it’s important to regularly discuss both positive performance and areas for improvement informally on a regular basis with your employees. This takes the pressure of a formal performance review off and can help your employees by demonstrating to them that you’re noticing their efforts and also noticing the areas where they may need a little extra support.
Since it’s important to provide regular feedback, experts recommend scheduling quarterly, rather than annual, formal performance reviews. You may also want to consider using this time to schedule a career development planning meeting for employees to get an idea of what their goals are within your company and how you can help them get there. This allows you to make suggestions, give advice, and point your employees in the right direction based on what they would like to achieve with your company in the future, making it easier for you both to work together and helping you gain more employee loyalty.
It’s important to make sure that you have an organised, structured approach to the meeting so that both you and your employee know what to expect and it is easier to ensure that all points are covered. During the preparation phase for the meeting, it’s important to ensure that you make it clear how you are going to evaluate the employee’s performance. Having a plan in place and goals for the meeting can be useful. It can be a good idea to use 360 feedback, where feedback is gathered from multiple sources to get a better idea of how employees are managing in their role and if there are any concerns or issues that they might need help with.
You can do this by asking other employees, supervisors, and managers to provide some additional information and give their perspective, which can be taken on board during the meeting. 360 appraisals can be conducted easily using the appraisal software from staffcircle.com. This can be used to not only structure upcoming meetings with employees, but easily gather feedback from other members of the business. Follow the link to learn more about.
The main aim of a performance review should never be to put an employee down or discipline them regarding their performance. Rather, it is a chance to speak to your employee about the areas that they are excelling in so far, and discuss their strengths and positive aspects of their work just as much as the negatives, if not more. When it comes to any areas where your employee may be struggling or underperforming, now is an ideal time to listen to your employee about any concerns that they may have or any issues that could be leading to the underperformance. Discussing the feedback is an ideal time to encourage your employee to open up about any problems that they might have been experiencing and find out if there is anything you can do to make reasonable adjustments or offer more support to help your employee do their job better.
You want to make sure that your employees are motivated and excited about their ability to continue to develop and grow in their careers. Asking plenty of questions during the performance review meeting can help you to further motivate your employees and find out more about what they enjoy the most about their job and what excites them at work. Aim for having your employee talking for more than half the time during the meeting, and encourage them to give themselves feedback on their performance so far. This can help you determine the issues from your employee’s point of view, making it easier for you to come up with a plan for future support that will help them reach their goals and be more motivated to succeed at work.
Performance reviews are an important part of hiring employees, but how you conduct them can have a huge impact on your workforce. Using it as a time to find out more about your employees’ goals and any support that they might need to improve performance will help build a better company culture and encourage more employee productivity and loyalty.