A formal review allows you and your employees to consider progress, update job descriptions and agree objectives, moving forward. Most people find six month or annual reviews work well. Follow these top tips to make sure your employee performance review process becomes a driver of performance.
Whatever you and your team decide is the best approach, you should all agree the format, type and style of individual performance reviews. In general it helps if they are:
As a manager, you should always fully plan the review and explain what you expect of the individual before and during the session. You should also encourage constructive feedback on the review process at the end of the session, to help you and the organisation to improve.
Use two basic principles to structure your discussions with an employee:
When you’re in the review, don’t do all the talking. Asking questions and taking the time to listen will make it easier for your employees to open up. At each part of the review, try and follow these steps, to get the most out of the process:
Remember, it’s not all about being official. Reviews and feedback can – and should – happen at any time.
Make yourself available and open to talk. Knowing you’re around if anyone needs to work through an issue will give your team confidence and encouragement to push themselves further. You might want to block out time every month for open surgeries or drop-ins so that everyone in your team knows when they can get hold of you.