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Setting Up Your Performance Reviews for Success

Spring and fall are typically the times of the year when organizations conduct their annual performance reviews. Some companies conduct these reviews twice a year, while some opt for only one performance review each year.

In this blog, we’ve discussed the importance of soliciting feedback from your employees in an effort to boost productivity. (See the post “5 Ways to Provide Feedback to Increase Employee Productivity.”)

Soliciting feedback is also an effective strategy during the actual performance review process. That’s exactly why your organization needs to do so in order to set those reviews up for success.

A successful review process hinges upon effective communication and also includes the active participation of your organization’s employees. In other words, you must give those employees ownership, or input, into the process.

That ownership should take the form of self-evaluation prior to the review meeting. This evaluation is typically written in format and allows employees to provide an assessment of their strengths and weaknesses, as well as their major accomplishments and what they’ve done to improve themselves in all areas.

There are specific advantages to this approach, including the following two:

#1—The employees will feel as though they’re part of the process.

Yes, company officials are ultimately the ones who will evaluate the employees. And yes, their evaluation will hold more weight. However, when employees are engaged in the process, they’re less likely to feel as though they’ve being arbitrarily judged or evaluated in an unfair fashion.

#2—The employees could provide information that you do not have.

You might be a manager, but you’re NOT all-knowing. An employee might have accomplished something of which you’re not aware or undergone a training that enhances their value to the organization. Such information is crucial toward an accurate and successful review.

How are your organizations’ performance reviews structured? Do they include employee feedback? Do they engage employees on some level and make them feel part of the process?

Employee engagement is extremely important in terms of retention. That’s why you must consistently engage employees at every stage of their journey—including during their performance review.

If you’re ready to partner with an experienced staffing firm to meet your hiring and personnel needs, click here to learn more about Time Staffing’s services for employers.

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