Tips for Effective Employee Performance Review
An employee performance review is a formal assessment of an employee’s work over a certain period of time. Usually, such a review includes:
- Evaluating employee’s overall performance.
- Identifying their strengths and weaknesses.
- Giving feedback.
- Setting new goals.
And while most companies realize the importance of regular employee assessment, sometimes there’s not enough understanding of how to make them productive. Here’re some tips on how to improve the efficiency of employee performance reviews.
Do reviews more regularly
Traditionally, many organizations have conducted evaluations on a yearly basis. However, today more and more companies are shifting toward quarterly or monthly reviews. Some businesses have even replaced the formal review process with regular one-to-one check-ins with management.
With BrainyHR, you can set a custom performance review cycle, depending on your company’s needs and specific requirements. What’s more, employees will get reminders before their performance review, which is quite convenient.
Keep assessment criteria simple and clear
The most common evaluation systems include both position-specific metrics and overall soft skills assessment. Some of the competencies can be quantitative, while others will be qualitative.
You can either use a letter grading system (A — F), scoring, percentages or written descriptions (e.g., “good,” “excellent”). No matter what method you prefer, make sure that it has objective and transparent assessment criteria.
Monitor employee’s performance
There will be little use of an employee review if their performance is left untracked the rest of the time. It would be a good idea to monitor an employee’s performance throughout the year and provide them with regular feedback so that it doesn’t come out of a sudden on a formal assessment procedure.
It can be a two-sided process: employees can file regular performance reports, while managers can keep track of their positive and negative occurrences such as completed projects or missed deadlines.
Let employees evaluate themselves
Making self-assessment a part of the evaluation procedure can be a good idea. It helps employees reflect on their own career goals, skills, strengths and weaknesses, successes and failures, contribution to the company, etc. Employees’ self-assessment can also give managers some insights into what motivates them or how they view their work.
BrainyHR enables you to add a self-evaluation section to the performance review. Once an employee completes the self-assessment questionnaire, the manager will get a notification.
Ask feedback from colleagues
Collecting feedback from an employee’s teammates or other managers can significantly contribute to a performance review. It helps achieve a more objective and considered overview of employee’s work and team interactions.
The 360-degree technique involves getting feedback from an employee’s supervisor, several colleagues, and in some cases, customers. It’s also beneficial for the employee, as it helps them better understand their strengths and weaknesses.
Devise a post-review development plan
Regular performance reviews can get even more helpful if they are followed by an employee development plan. It can either address some problem area or prepare the employee for promotion. A formal development plan can increase an employee’s value to the company and contribute to achieving strategic goals.
With BrainyHR, you can set goals for your employees and check their progress, which helps to keep track of their development.
