How to Conduct Employee Reviews. Employee reviews are a great way to make sure workers and employers are seeing eye to eye when it comes to expectations and performance. Especially in a large company, where the individual worker can get lost among the mass, it's important to put time aside to address both the positive and negative aspects of an employee's performance along the year.
Conduct Employee Reviews
Decide the purpose of the review beforehand. Whether you want to evaluate the general performance of a worker in the company or you want to address productivity or suggest changes, give the employee advance warning so he has the chance to work harder on the specifics between reviews.
Be consistent. Create a table or questionnaire that you can use as a guide to help you assess where the employee is and where you expect him to be. Use the same questions month after month to see how the answers are changing. Some employers prefer a numbered table or a pre-established list of qualifying factors, but what you choose is not as important as how you use it.
Decide on timing for the reviews. Monthly is probably too often, unless the company is completely sell-driven and needs to make sure that workers are meeting their quotas. Otherwise, it's probably wiser to conduct employee reviews no more than twice a year. Setting specific, fixed times can also make it less stressful for everybody involved, as people will have time to prepare for the meetings.
Offer feedback. This means letting the employee know about both his weaknesses and strengths. You can give suggestions on how changes can be implemented, or ask the employee how he sees his future position and what he would like to do to make it better.
Conduct reviews in a positive atmosphere, without rushing the process or making it feel like a do-or-die situation. Schedule enough time with each employee so that you can listen to his concerns or request for changes. If at all possible, let everyone know how long the review will be, so there are no surprises when the time comes.