Destress Your Performance Review Process

Performance reviews are a necessary evil in any and every business. They can be a pain for both the manager conducting them and the employee being evaluated. This doesn’t mean they have to be that way though. There are, however, ways of making your performance review process less stressful and more effective and we’re going to share a few with you here today!

Take the stress from your Performance Review Process – and make it more effective!

The first thing you can do to improve the process is to not become the scary guy behind the curtain. Talk to your employees and check on them frequently. Get out there, let them see that you care about the work that they are doing and also about how that work is done. Offer insights into their performance more than just once a year, collaborate with them!

Speaking of once a year, you may just want to ramp that up to four times a year to get a more rounded and clear picture of the employee’s performance and what you can do to help them achieve their performance goals. Mary Louise may be having a bad month this month, but do you know that she was the top performer in January, or that she worked more overtime in June than anyone else in her department? Just because she’s having an off November is no need to crucify her because you didn’t bother to check her overall performance. Quarterly records of her achievements can help you track where she may have skewed off the right path and help her get back on it again.

So what are these goals that I was speaking of? Well, I’m sure your company has goals for what it is working toward in its future projects and financial security. Setting performance goals and being inclusive with those goals by letting your employee know what they are and what is expected of them is the best way to connect your employee to the overall goals of the company. This lets them know how their particular job is helping the company as a whole and why it is so important for them to do the job well.

The last thing I want to mention may just be one of the most important, make your review a conversation, not a confrontation. Don’t make your employee feel threatened or on edge, you are far less likely to get any results from such a situation. Be open to discussion and their opinions, answer their questions, and offer support to achieve new goals. Remember, your company is only as strong as the employees who make it up.

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 behaviors 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.

Written by
Isabelle Wuilleumier Salemme
Head of Customer Support @Pipefy. She uses her extensive Pipefy knowledge to help users make the best of Pipefy via support and writing informative content pieces. Besides being in charge of support, she's an avid reader, a coffee lover, and a professional photographer.

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