What’s a best practice when it comes to conducting performance reviews?

 

To help you follow best practices when conducting performance reviews, we asked HR managers and business leaders this question for their best ideas. From documenting the review process to starting and ending on a positive note, there are several best practices put forward that may help you carry out effective evaluations of the performance of your employees. 

 

Here are six best practices for conducting performance reviews:

• Document The Review Process
• Give Employees Space To Boast in Their Performance
• Provide Practical Feedback To Those You Review
• Set Clear Performance Goals To Evaluate With The Review
• Lay Out Best Practice Examples for Employees
• Start and End on a Positive Note

 

Document The Review Process

Document all points covered in the job performance evaluation. Accurate documentation provides continuous feedback and helps measure employee progress. Performance records can also provide your company with necessary documentation if disciplinary action, dismissal, or other adverse personnel decisions are required.

Andy Ha, Clooms

 

Give Employees Space To Boast in Their Performance

Employers should give their workers plenty of room to advocate for themselves when conducting performance reviews. Annual or quarterly reviews are an opportunity to assess employees, but it is important to conduct these procedures in a way that is not heavy handed. The last thing a manager wants is for their reviews to feel like an interrogation. Employees should be given the opportunity to brag about themselves and their accomplishments in a performance review. This will make employees feel comfortable and generate a positive sentiment towards management.

Liza Kirsh, DYMAPAK

 

Provide Practical Feedback To Those You Review

It is important to give clear and concise feedback to your employees during a performance review, and that starts with actionable next steps. Providing positive guidance and goals to work towards are the hallmark of an effective performance review. Too often, managers do not clearly communicate their expectations nor the goals they want their team to achieve. This is usually due to a lack of actionable next steps; steps the employee(s) can perform that leads to the achievement of the overall goal. Do not leave it up to the employee(s) to assume what they should do, make it clear in your feedback. 

Clear and concise feedback with actionable next steps should be the main focus when conducting performance reviews. Listen actively to the information the employee(s) is providing, and in return guide them with clarity and a plan. Everyone will benefit in the end.

Devin Schumacher, SERP

 

Set Clear Performance Goals To Evaluate With The Review

Ensure employees are setting goals prior to the performance review. Each employee should have a set of goals and aspirations to expand their knowledge in the industry or in their own role. These should be made six months before the review, and the manager can evaluate what steps were taken to achieve those goals. It also gives the review a sense of purpose at the time of the meeting.

Natália Sadowski, Nourishing Biologicals

Lay Out Best Practice Examples for Employees

It’s important for leaders to give examples of best practices and areas that can be improved upon. This helps employees work towards a goal and turns their weaknesses into strengths. While it may be a specific campaign or organization skills, managers can highlight great work and emphasize where the work is lacking. In doing so, it makes performance reviews productive and effective until the next meeting.

Jodi Neuhauser, Ovaterra

 

Start and End on a Positive Note

The best practice when conducting an employment review is to always start and end with something positive. People tend to remember the first and last things they hear. Starting with a compliment sets the tone for the review and ending with a positive affirmation will help them leave the room more satisfied. The negative stuff sandwiched in the middle will be noted and reviewed, but they won’t dwell on it. Also, they are more likely to remedy it if they feel worthy when they leave the room.

Doris Vengjen, Dentist North York

 

 

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