Utilizing a systematic and goal approach to supply an employee with feedback on their performance appraisal is an fundamental management practice. Starting with thorough preparation, making certain the employee is well informed, comfortable with process and open to feedback makes for a successful event. Read on for more particular ideas on how to supply an effective performance review.
Make sure to supply employees with continual feedback about the work. That intends proactively correcting behavior by retraining as required and regularly reinforcing positive or superior performance. The person should never hear about a performance issue for first time during the evaluation process. He should be well aware of issues arising from the coaching he has received on job.
It's all the time a good idea to give the employee a opportunity to do a self-assessment before giving the official review. This gives the manager an chance to understand how the employee feels about their own performance and to highlight some of ups and downs that may have happened during the duration covered by the assessment. Collect this self-assessment of his before the evaluation and utilize some of points from his perspective on actual evaluation if you have not already recorded them yourself. In this way, the employee can appreciate having some control over the evaluation process.
Be certain to discover a nice, calm office space, away from phones and faxes, where you can meet with employee to discuss the assessment. Do not rush, do not talk too quick, and do not be tense when giving information. As you go across each part of assessment, try to obtain some interaction from the employee and give them the chance to discuss on form anything they do not understand or disagree with. If new information emerges that you were not aware of, you may consider making changes to content, but this should only be done in exceptional circumstances. He may not fully agree with you on every point, but he should understand your point of view and your assessments.
Be sincere and do not play favorites with your people. This intends that you identify the positive and negative performance indicators in everyone. Do not try to allow one failure overshadow the employee's entire performance. Or vice versa, because one employee is very good in one area, identify that they may need to develop in another areas and give them tips and advice on how to accomplish this improvement.
At the end of evaluation session, insure the employee that you'll do all you can to support them in their efforts to learn, train, and enhance performance. Try to end the meeting on a positive note and if follow-up activities are required, commit and save these promises.
If you're dealing with a difficult employee who has serious performance issues, it may be in everyone's best interest to involve other manager in review meeting, such as your supervisor, an assistant manager in department, or HR manager.
Taking the time to prepare for performance review and paving the way for a positive and relaxed meeting with employee will ease the tension of this occasionally difficult task. What it comes down to in any performance review is fairness to your employees. By treating them with same objectivity, you can be certain that you'll accomplish a positive result, which will lead to personal growth and employee development.