A guide to employee performance reviews

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Performance reviews are not only of value for the employer but also for the employee being reviewed. Performance reviews allow both employers and employees an opportunity to discuss what is working and what is not.

When conducting a performance review, it is important to note that vague reviews of an employees’ performance, simply won’t suffice. In some cases, there are issues present that cannot be sorted out without going into depth and finding the root cause. A performance review, if done correctly, is an excellent way to inspire an employee and to motivate them to excel within their position.

Here are some tips to get the most out of employee performance reviews within the workplace:

Regular informal feedback

Performance reviews often occur only once or twice per year, depending on the organisation, however, all feedback should not be crammed into one short period of time. Regular informal feedback will ensure that employees are consistently aware of what is expected of them, and what they need to improve upon. This is an excellent way of avoiding any surprises in the formal performance review.

Honesty is the best policy

Before conducting the performance review, it is important to decide what is worth addressing, and what is not. The most important thing to remember is that if there is an issue that needs to be addressed, you should be honest and not hesitate to address it. Beating around the bush won’t get you anywhere. Being honest with your employees will ensure that they know what needs to be improved upon. Always ensure that you deliver feedback in a way that you would have wanted to receive it if the roles were reversed.

Performance reviews need to be conducted face-to-face

Performance reviews need to be conducted face-to-face, in order to get the most value out of it. Schedule the performance review in an atmosphere that will be comfortable for both the employer and the employee. If you need to review employees who work remotely, schedule a video call with them, to still be able to have a face-to-face conversation. Face-to-face communication ensures that employers and employees can thoroughly discuss the feedback, and leaves little room for any miscommunication and misunderstanding. Ensure that the employee also has enough time to comment on the issues raised and the feedback given. This way, the employee and employer can find resolutions to the issues faced, together.

Conclude the meeting on a positive note

Never end a performance review on a negative note. Ensure that there is a mutual understanding and respect between the employee and the employer. This will ensure that the employee is not in the dark going forward, and will understand what is expected of them. Encouraging employees and expressing appreciation will add more value to a good performance review, but will also lift an employee’s spirits if the review did not go as well as expected.

When it comes to employee performance reviews, always remember that positive reinforcement will go a long way and could give your employees the boost they need to be proficient in their positions.

This article is a general information sheet and should not be used or relied on as legal or other professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your legal adviser for specific and detailed advice. Errors and omissions excepted (E&OE)