If your one-on-one reviews leave employees rolling their eyes — managers often are the last ones to discover this — here are five tips from HR service provider Primehr to make performance reviews more meaningful for everyone involved.
- Continuous feedback. Don’t wait until annual or semiannual review time to offer feedback. Provide suggestions and guidance throughout the year. Give both informal and formal positive and negative feedback regularly.
- Consistently perform formal evaluations at the same time for everyone. While this increases the workload of managers and supervisors during review time, it forces direct comparisons of employees and establishes a non-biased system.
- Regular management meetings. Supervisors will learn from each other’s experiences. Provide adequate training and insist on candid observations.
- Clearly communicate to employees what their duties are and what satisfactory performance is. Accomplish this through periodic reviews of job descriptions, training, and both formal and informal reviews.
- Tell employees the criteria upon which their performance will be reviewed. Develop standards and establish reasonable goals for employees. Make sure that employees understand the consequences of their failure to improve.
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