Getting the Best From Your Performance Review Process
January 15th, 2019 • Performance Management
Organizations with an effective performance review process are creating the best possible environment for their employees to succeed in their roles. Companies succeed by giving their employees the opportunity to give and receive constructive feedback, identify their strengths and scope for improvement, and support their individual growth and development.
What Is a Performance Review?
A performance review is a regular event where an employee and manager review the past work performance and set goals for the future. Performance reviews are also used to realign objectives and priorities and create action plans to map out how an employee will contribute more to the overall success of the organization.
There are a few parts to a performance review. First, in the planning stage, both the individual and their line manager take the time to gather evidence and feedback to support their views regarding past performance.
Following this, a meeting usually takes place between the two to discuss areas of strengths and weaknesses and to set goals for the coming year. Finally, a performance review template that captures the key points will be created. It will serve as a reminder for agreed actions.
How to Plan for a Performance Review
Line managers play a crucial part in performance reviews. To get the best out of the performance review meeting with your team member, there are a number of things that you can do to prepare.
First, gather meaningful evidence and feedback relating to your employee’s performance. This is vital; otherwise, your comments could be seen as opinion-based rather than fact-based. What’s more, in areas where their performance has been good, your team member will relish the opportunity to be praised and hear positive feedback from their manager and peers. This is a great way to encourage them to continue to strive to achieve success in the future.
Other important factors to consider when planning for a performance appraisal are time and privacy. You’ll want to make your employee feel that you have put aside ample time to discuss their performance with them, especially since part of the process relates to their hopes and ideas for their future career development with the organization.
Hosting your performance review in a private meeting room will allow you the privacy to have an open and fruitful conversation without interruptions. It will also ensure that any documentation is kept confidential. By preparing in such a way, your team member will know that you value them.
Important Tips for Performance Reviews
Achieving successful performance reviews with your team isn’t rocket science. But there are a few pointers that can help you turn a mediocre review into an inspiring and rewarding experience for your employee.
1. Involve your team
Naturally, there will be plenty of things that you’ll want to say, but don’t forget to really listen to your team members. The performance review meeting is a great opportunity to hear some honest views that might help you run your business while simultaneously boosting your team’s morale.
2. Avoid bias
Another tip is to beware of bias. Try to stick to facts gained from feedback and other data about your team member’s performance so that you can keep the conversation fair and objective.
How to Use a Performance Review Process Sample Template
This template is the form that summarizes the key points from the performance review conversation with your employee. Of course, this document will vary in some respects, to reflect the individual parts of your company’s own performance review process.
However, there are a number of key common areas that should be included in a performance review template. For example, a free-text box is a good way for the employee and line manager to write a clear summary of the performance review meeting. There should also be an opportunity to capture scores and to attach other documents that relate to the review.
How to Automate the Performance Review Process
Organizations can benefit from adding automation to their performance reviews. Using technology can simplify and streamline the process in many ways. For example, set up automated reminders so that line managers and employees schedule their performance reviews on time and make use of the interactive dashboard. This summarizes key actions relating to the performance status of your team. With customizable performance review templates and cloud-based integration, revamping your performance review process has never been easier.
Some managers and employees make the mistake of looking upon the performance management process as a simple tick-box exercise. However, recognizing the key business benefits that can be achieved by putting proper care into the process can yield great returns. Adding automation to performance reviews through HR technology has the potential to drive the process even further, making it simpler and more effective for your employees, line managers, and business as a whole. KiSSFLOW’s performance management system can help you automate your performance reviews in minutes.