Most employees dread performance reviews. Why?
- They are usually annual conversations, only, with very little preparation or follow up.
- Input and feedback from supervisors is typically not valuable from the employee’s perspective, and so the employee doesn’t learn how to get better.
- Setting goals is a rote exercise, not really tied to organizational goals or the individual’s passions, so employees aren’t inspired to achieve.
Sound familiar? There is a better way – try these 5 tips for creating the best performance reviews:
- Goal setting should have clear connections to the broader organizational goals, as well as the employee’s personal passions and goals. Making this link ratchets up inspiration 1000%
- The actual review is only one conversation in a series of ongoing discussions through the year. Monthly discussions about how the employee is performing, what is working, and what help is needed keeps the conversation fresh and the employee consistently inspired to achieve.
- Prepare in advance – who needs to bring what? What are the topics of discussion? Clarity and alignment = mutual success.
- Have the employee do a self-evaluation, and the supervisor do an evaluation too. Engage in a dialogue about any gaps that are found.
Seek outside input. Whether an official 360 degree review is done or not, getting input from co-workers, partners, and others in the organization with whom the employee has close contact makes a HUGE difference.
Performance reviews should serve as a critical input to your system of management and create an inspired, high performance organization. Mix these ingredients into your recipe, and you will love the new flavor of your reviews.
Andrew Freedman, Managing Partner at SHIFT, specializes in helping SHIFT’s clients grow by creating well aligned company cultures and strategies that result in remarkable client and employee experiences.
