Performance Review Best Practices
It’s that time of year again, the dreaded performance review season! Even though performance reviews are a necessary evil, invented to improve overall company aptitude that doesn’t mean they have to a bummer. Here are 5 best practices to spice up your company’s performance review process.
5 ways to Improve your Performance Review Process:
First off make sure that you have a clear evaluation standard outlined for every position you are evaluating that can be used and should be used for each individual in that current position. This ensures fairness for every employee and eliminated bias.
Second, make sure to hold your managers accountable for routinely evaluating and guiding their employees toward their performance goals. Managers work with employees every day and can give upper management a clearer picture of how that particular employee is doing and what they need to improve.
Another great practice is to make a conscious effort to join individual and company goals. An employee will naturally work harder for the good of themselves than the good of the company, which is not always a bad thing. Having your employees learn new skill sets can help you both in the future. Talk with each employee about what they think they could learn before their next review and make that a goal for the next evaluation.
Changing the way in which you think about performance reviews is also another valuable lesson to learn. Instead of thinking of them as annual or semiannual events, think of them on a daily basis. Always find a way to make improvements every day instead of a month or so before reviews begin. This will be a less noticeable thing at first, but once you look at the big picture, you can see dramatic improvements which are less fueled by peer pressure and much more intricately put together than a last minute slap job.
The last tip we have for you today is to make sure your employees know how they are being graded on their evaluations. Is attendance a big issue? How about their teamwork skills? What percentage of their evaluation is coming from their individual work? Their attitude? Knowing just how the scales are tipped can help your employee work on the areas of their evaluation that matter most.
Manage your Performance Review Process with Pipefy!
Pipefy’s Performance Evaluation Template helps managers follow up on their team’s performance. Evaluating your employees is extremely necessary within companies – without performance evaluations, employees don’t know what their strengths are and behaviours they need to work on.
Pipefy’s Performance Evaluation Template allows you to set feedback meetings with your employees, collect and give feedback, helping them to improve their performance.