Understanding your business' health and your team's performance is vital to expanding your business. Performance reviews are a great way to check in with your employees and offer support. Managers can also learn about their employees' struggles and successes, which can help other staff achieve success.

Performance review methods may vary across different businesses. Some businesses may hold casual meetings to check in on performance.

Managers should consistently set performance meetings monthly, especially during an employee's probation period.

Here are eight essential tips for conducting effective employee performance reviews:

1. Preparation 

Prepare your employee's key business performance metrics and areas you wish to discuss.

2. Employee Self Evaluation 

Allow employees to review their performance, reflect on past months, and devise actions to improve their performance.

3. Sharing Review 

Allow access to the performance review documents and share them with the employee being reviewed. This will help the staff clearly understand what actions they can take moving forward.

4. Meeting Place 

Designate a private and quiet area for your employees to collaborate and share ideas. A formal performance review will reflect the importance of the occasion.

5. General Feedback 

Gain feedback from close colleagues who may have some insights into the employee and their behaviours and attitudes.

6. Documentation 

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 solid outcomes.

7. Conversation 

Encourage an open conversation with all your employees, which will help them build trust with you. Employees will then be able to come up to you and put their hand up, saying, "I'm struggling, and I need your support."

8. Set Goals and Expectations 

Performance reviews can be a helpful tool in tracking where your employees are 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 think their question is stupid, you are not leading them. Businesses survive not only by profits and revenues but on the attitudes and cooperation of their staff.

Performance reviews should be a comfortable space for the team to express their concerns and offer advice.

Best Wishes!

Chris Fordyce

Customer Success @RosterElf

Have Questions?

We Have The Answers!

How often should performance reviews be conducted?

Monthly, especially during an employee's probation period, to ensure continuous support and assessment.

Why is employee self-evaluation important?

It allows employees to reflect on their performance and identify areas for improvement, fostering self-awareness and growth.

What is the significance of a private meeting place for reviews?

A private and quiet area emphasises the importance of the review and ensures a focused, undisturbed discussion.

How can managers prepare for a performance review?

By gathering key performance metrics and identifying specific areas to discuss, ensuring a focused and productive meeting.

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