Employee Performance Review Checklist
Jul 6, 2016
Jul 6, 2016
We are halfway through 2016 and a lot of employers are preparing for employee performance reviews. We recommend completing two formal performance evaluations per year; once every six months. Though the performance appraisal may only be two times per year, the only thing annual about performance reviews is paperwork. Open communication in the form of feedback and coaching should be ongoing. If your annual performance reviews do not achieve clarity, employee engagement, and individual and organizational goals, then your review process needs to be reviewed.
As an employer or manager, a performance appraisal should reveal if your employees are committed or not, what you can do to bump up office morale, and create a bridge of communication and understanding with employees.
As an employee, a performance appraisal gives you the chance to tell your boss why you are really here and make suggestions in regards to employee needs, trainings, processes, etc. It’s not all about what you’ve been doing wrong. This is your chance to be heard and maybe receive the pick-me- up you needed to get through the rest of the year.
How do we, as employers, change the annual dread that comes around when it is performance review time?
Don’t let the conversation stop. Align individual goals with organizational goals, and keep up the feedback.
Performance Review Absolutes:
Performance Review Checklist:
Performance Reviews have the potential to either create problems or provide solutions: clarity, feedback, and/or understanding. The secret to annual performance reviews is daily, ongoing conversation. Download our performance appraisal feedback and rating form to help you get the ball rolling.
When in doubt, talk it out.