There is so much to be said when it comes to annual or quarterly performance reviews. The truth? It is the little things you do for your employee year-round to monitor their progress and provide the support that will truly make a performance management effective.
It is essential as a manager to keep track of your employee’s development, provide support, and set them up for success. It all begins with fostering and maintaining a professional relationship with your employee. Make it a point to meet with them regularly. Start by scheduling recurring meetings, including the semi-annual and annual reviews, so that your employee can look forward to them. The basis of these meetings is to collaboratively provide performance feedback, raise awareness, offer solutions and answer any other questions or concerns. Remember, a performance review discussion is a two-way conversation, and thus each party must have an equal opportunity to communicate and be listened to.
Tip: To avoid poor quality meetings, allow enough time, prepare for them in advance and strategize a structure. Be sure to confirm that the allocated dates and times work for them. Oh, and do TAKE NOTES. These notes will serve you wonders for your performance appraisals.
Now that we got performance management covered on a micro-level, let us look at our tips for managers: the DOs and DON’Ts of performance reviews.