How to Give Employee Performance Reviews
Employee reviews are an element of the business process that allows employees to know where they stand within a company and gives managers an effective scale with which to compare employee progress. The way you give a performance review to an employee can strongly influence the way that employee progresses in the future. Employee performance reviews must be performed and given in a specific manner in order to be effective.
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Instructions
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Note employee actions early and often. Take notes of what the employees you will be reviewing are doing and organize them chronologically so you will have a full and honest reference of their skill set achievements.
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Familiarize yourself with the performance review categories ahead of time. Look over the performance review form in order to know what you should be looking for to annotate. Specific examples that are in line with the categories will give the employee a better picture.
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Objectify your point of view to give a fair assessment. Do not confuse poor performance with differing opinions. Taking your personality out of the performance review process allows you to assess your employee's skills fairly.
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Prepare a private place to perform the employee review. Plan to give the employee performance review in an area free of distraction and separated from other employees for confidentiality of information being dispensed.
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Mind your tone of voice and choose your words wisely. Avoid putting an employee on the defensive by introducing new problematic information. If the employee has been showing negative signs, this should be the second time they have heard of this behavior. Encourage the employee to comment and ask questions during the review process. Pause intermittently so they can absorb information or interject.
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Tips & Warnings
Ask employees to evaluate themselves on a blank document about two months before the review. Collect their self review and utilize it as a tool during your evaluation. Ensure that work is covered during the time you will be giving performance reviews.
Make sure that the employee you are reviewing has a prior knowledge of their job description and expectance of duties to be fulfilled far ahead of their review (at least six months). It is unfair to judge anyone based on sex, creed, race or culture. It is also unfair to evaluate an employee who is unaware of their job description expectations.
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