Human Resources
Performance Review Checklist
Jan 12, 2016
Employers are always striving to improve their performance review practices
Performance reviews, they are never fun or exciting for the employee or the supervisor. Regardless of whether the review is good or bad, it is still something employees and employers all have to deal with. Most performance reviews are structured around how the employee is doing, what they are doing well, and the things they can improve on.
Read these tips to help in the planning of your next performance review.
• Don’t blindside your employees.
• Don’t put off reviews.
• Have a true open door policy for discussion, and fix problems as they happen.
• Discuss the review with the employee, make a plan, and update them with any good or bad feedback afterwards.
• Give them the results.
• Ask them what they need to improve or to continue to work progressively with the company.
• Give the employee room to discuss any issues they have.
• If you see a person not a good fit, try to relocate or to help them fit, don’t just give the negative.
• If you get something from an employee don’t let it fall on deaf ears. Act on it, help it happen, or make it a regular meeting to help the employee meet their personal and business goals.
• Do not give a false sense of security.
Criticism is never an easy thing to take when you don’t see it coming. Making sure you have scheduled performance reviews frequently instead of yearly, may help ease the shock and awe of not knowing if you are succeeding in your role. A good rule of practice is to have 6 month; or less; review to go over how things can be fixed, improved, or remain the same. Most employees know if they are progressing in their role. However, some employees refuse or can’t see a way to improve. If you post pone reviews it may cause issues for the employee and the team in the long run.
Asking the employee how they feel about the work they are doing can make the employee feel involved. This will also give them reflection on themselves and their work. Make sure they know that this is for their benefit as well as the company. If they have a similar outlook on the details you have in mind then you may be on the right track.
Some people may just not be a good fit for a position. They may not excel in the role that they have been placed in. Constantly offer opportunities for employees to move and promote. If you see they just aren’t getting it in a position by this point you should know where they may fit better. Rely on the employees strengths and utilize them to their and the company’s best interests. However, if they really are not working well with the company, team or in the position they are in don’t give them a false sense of security.
Once you have a formal performance review, make a plan and set goals to follow up. Make sure progress is being made, and make sure old and possibly bad habits are not making their way back into the employees work. If there are no criticisms make sure the employee feels that they can grow and become more efficient with the progress they have made. Possibly adding more responsibilities may occur at this point. This will keep employees engaged and learning about their workplace. Make sure you are noting positive results and consistently provide feedback for what is being done. Make sure that you and your employee know the results of changes, improvement, or shortfalls.
Consistent encouragement and constructive suggestions also help soften the blow of a formal review. Having a solid open door policy will also help employees to come to management for help in searching for ways to improve, see where they are within the company, or where they are going wrong. Being able to discuss the issues surrounding the work place and fix them as they arise will keep the team together making progress.
Being open and constantly in communication with your employees is a great thing. We don’t always have the time we want to put towards reviewing and building our employees but finding time even a couple of minutes per week may help build the communication between employee and employer. Keeping the conversation going will help build a better team and give a frame work of what is expected. This in turn will provide performance standards, goals, and behaviors; which will make building your team easier.
Download our Performance Review Checklist.
