Understanding your business’ health and performance of your team is vital in expanding your business. Performance reviews are a great way to check in with your employees and offer support. Managers can learn about their employee's struggles and successes, which can help other staff achieve success.
Performance review methods may vary across different businesses, where some businesses may perform casual meetings to check in on performance.
Managers should consistently set performance meetings at every month, especially during an employees probation period.
Here are 8 important tips to conduct effective employee performance reviews:
Prepare key business performance metrics of your employee and key areas you wish to discuss.
Allow employees to review their own performance and reflect on past months and come up with actions to improve upon their performance.
Allow access of the performance review documents and share them with the employee that is being reviewed. This will help the staff clearly understand what actions they can take moving forward.
Designate a private and quiet area to collaborate and share ideas with your employee. A formal performance review will reflect the importance of the occasion.
Gain feedback from close colleagues who may have some insights into the employee and their behaviours and attitudes.
Ensure you document fine details about performances and what occurred during the performance review. This will help to look back and track if your employee is meeting standards and achieving strong outcomes.
Encourage an open conversation with all your employees, and this will help them build trust with you. Employees will then be able to come up to you and put there hand up saying “I’m struggling, and I need your support”
Performance reviews can be a helpful tool in tracking where your employees are at and how you can further support them to meet their goals. Constant check-ins and reviews will help build trust within the organisation and allow staff to speak up if they are concerned about their performance.
The overall goal of setting a performance review is to look at your employee's strengths and weaknesses. Showing your employees you respect and trust them will help employees understand they can come to you for extra support if they feel they need to.
As a manager, you must show empathy towards staff who may be underperforming and help them overcome their struggles. If staff feel they can’t come to you for help or they think their question is stupid, then you are not leading them. Businesses survive not only by profits and revenues but on the attitudes and cooperation of its staff.
Performance reviews should be a comfortable space for the team to express their concerns and offer advice.
Customer Success @RosterElf