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Employee performance reviews – 11 tips to effective people management

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To effectively manage your people, you need to be able to provide helpful and constructive feedback. While this should be an ongoing process, a quarterly, half-yearly or annual employee performance review can assist in reflecting on how an employee is faring and how you can get the best from them in the future.

Employee performance reviews should as much about job satisfaction and career progression as it is about the employee’s specific strengths and weaknesses. To ensure your employees feel appreciated, motivated and ready for the future of your business, follow these simple HR tips.

  1. Prepare – know what you are going to say in a clear, concise manner during the meeting. Give the employee ample opportunity to prepare as well.
  2. Consistency – maintain key performance indicators across all staff and ensure there are systems in place for the structure and content of reviews.
  3. Look to the future – concentrate on what you and the employee can achieve and the future and establish common goals and visions.
  4. Talk and listen – a performance review should be a two-way conversation, where the employee can share their opinions and voice any concerns.
  5. Share the good and bad – discuss the employee’s strengths and weaknesses, reaffirming the positives and discussing solutions to the weaknesses.
  6. Keep it real – be honest and ensure any criticism is constructive, not confrontational.
  7. Write it down – take extensive notes during the review and ensure you distribute a shared copy of the minutes after the review.
  8. Find out what they want – discuss the issues important to the employee and what they want to get out of their job in the future. And then, as manager or business owner, provide those opportunities, where possible.
  9. Reward good performance – this needn’t necessarily mean financial rewards. Ensure an employee gets credit where due.
  10. No surprises – if you’re a good manager, an employee should have an open communication about their performance and so any issues that arise in the meeting should come as no surprise.
  11. Review regularly – schedule in regular performance reviews. The frequency depends on the worker’s performance, role and the size of the business. If performance reviews are annual, ensure there is an open line of communication for the employee at all times of the year.

Performance reviews can be nerve-racking for both the employee and employer. Above all, remain honest and open about performance in and out of the review meeting.

And, if you feel you are lacking in any area of human resources, consider seeking the help of a business coach. They can give helpful, mediating advice to ensure you and your staff are on the right business track.

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Published on: Wednesday, December 15, 2010

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