Performance reviews used to be annual occurrences, but many companies are holding them more often. When you lead a team, regular reviews give you more opportunities to discuss expectations and goals with your staff members. Regular feedback can also lead to more engaged employees. When you take time to meet with staffers, they can see that you care about their success. This, in turn, helps boost their morale and productivity.
As a leader, how do you prepare for a performance review? According to Jules Rollet, a senior digital communications expert, you can follow a few steps to ensure you conduct an effective review. We share her guidance in this issue of PromoPro Daily.
- Make sure you and your staffers are on the same page. Performance evaluations require a clear understanding of the criteria and metrics used to assess employee performance, Rollet says. Each employee on your team should know what constitutes strong or poor performance.
- Round up data and examples. By providing relevant data and solid examples, you can better illustrate an employee’s performance. Rollet says qualitative data may come from peer reviews or an employee self-evaluation. Quantitative data, on the other hand, comes from sales figures or other productivity metrics. She says that when you collect a variety of data and examples, you get a more well-rounded view of the staffer’s performance.
- Use a template. There’s no need to reinvent the wheel with every review. Using a performance review template saves prep time and helps ensure consistency across each team member’s evaluation. Rollet says it also ensures that you don’t leave out any important topics or questions.
- Set an agenda. Don’t just wing it when you sit down with each employee. Go into the discussion with a list of specific topics you want to cover. These might include improvement areas, future goals or achievements. Having a clear agenda helps keep the conversation focused and ensures that all important points are addressed, Rollet says. It also shows employees that you have taken the time to prepare and value their performance.
- Schedule your performance review meeting. Make sure you set a time and date that works for both you and the employee. Rollet recommends choosing a time when you can give your undivided attention and create a comfortable environment for open and honest conversation. In other words, don’t schedule the meeting for an especially busy or stressful time.
Employees want to hear how they’re doing and how they can improve. In fact, one study shows they’re three times more engaged when they receive regular feedback from their boss instead of just a yearly performance review. If you plan to ramp up your performance reviews, use the steps above as you prepare.
Compiled by Audrey Sellers
Source: Jules Rollet is a senior digital communications expert who contributes to the Officevibe blog.
