In the time leading up to a performance review, what would you compare that to? Maybe going to the dentist for a root canal or going to the doctor for your first colonoscopy (YIKES)? Either way, I'd say that review time puts a bit of stress or worry on employees and probably on managers too.
Managers are preparing for key points in the review and employees are hoping for the best. In reality though, employees shouldn't fear their annual reviews. They should actually know exactly what to expect before entering the meeting with their supervisor. When both the supervisor and the employee are well prepared, employees and managers both will leave the room feeling that it was time well spent. In order to have that feeling of productivity and accomplishment resulting from a review, here are some quick performance review tips:
1. DO come prepared. This will make your employees feel that their efforts are not unnoticed and that you actually care about their work in the organization. When you come prepped and ready, the supervisor and employee can engage in rich discussions about accomplishments and where there is room for improvements. DON'T show up with nothing. First, that says that you're not a great leader and should evaluate being in a management position. Second, when you go into a review with the mindset of just winging it, it will most certainly be a waste of everyone's time.
2. DO be very clear; DON'T be vague. Share what you are looking for from employees; and employees should share how managers can help them achieve more in their position. If either party leaves the meeting feel unsure of where things stand, there needs to be clarity. Don't hesitate to ask for clarification. Miscommunications and misunderstanding will lead to issues in the future.
3. DO take part in the review. Managers should encourage participation from their employees and employees, if you don't want to be lectured at by your boss for an hour, bring some talking points with you to the meeting. It's a sure way to feel like you've gotten something from the meeting. Take advantage of the time with your supervisor. This a time for fruitful discussion.
4. DO set goals together. Managers if you expect your employees to perform at a high level, include them on the goal setting. This gives them a feeling of contribution to the end goal and the process in how to achieve those goals. It puts value into the goal for them. DON'T simply hand them a list of demands and expect them to jump on board right away. Give them some input!
5. DO create a welcoming atmosphere. Instead of harping only on the negative aspects of the past year, quarter, month, etc. also mention all the great things they do for the team and the company. This builds trust in their manager and increases commitment to their jobs. DON'T make them leave the meeting feeling worthless and unappreciated.
Having an open discussion between managers and employees during their performance reviews will allow for a more productive meeting, nurture a better relationship between both parties and will contribute to increased organizational performance. Communication is an important aspect to any type of meeting and better yet, relationship that a supervisor is going to have with their employees. Don't just go into a performance review and cooperate, instead COLLABORATE on setting goals, providing feedback, and listening. This will provide the best results for the coming year and will allow for multiple successes.
Check out other related blog posts:
- 5 Tips to Make Performance Reviews More Productive
- Employee Retention Strategies: Tips to Retain Talent
- Stacked Reviews and Why 360 Performance Reviews are better