Ineffective Performance Reviews
On a biannual or annual basis, many employees are given performance reviews by their managers to evaluate their performance to date. When a performance review is great, the employee will feel encouraged but yet still motivated to do even better. But when the reviews are ineffective, employee morale may go down, work quality may suffer and, eventually, turnover could become a problem.
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Considerations
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Any performance review that focuses solely on the negative aspects of the employee is likely to be ineffective.
Considerations
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The manager must be detailed in the performance review in order for it to be effective. Employees don't usually respond well to vague terminology.
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Considerations
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A performance review is ineffective when the manager only provides a rating (such as on the star system) without words to support why he or she chose that rating.
Considerations
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If a manager gives the employee a glowing review, it is still important that there be some type of suggestion for improvement. Otherwise, the employee may get too comfortable and not be interested in improving.
Warning
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Any performance review that makes false accusations against the employee (accusations that have not been proven beyond a shadow of a doubt) will be extremely ineffective.
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