Being an employee is hard work. Not only do you have to clock in and clock out, but you also need to keep up with the company’s culture and goals. As an employee, you have to manage your own time, schedule, goals, and someone else’s. So, how should you manage all of that on a daily basis? We’ve all heard the phrase, “It takes a village to raise a child.” And it’s true, it takes a team to help you succeed as an employee.
The HR department makes sure that employees are taken care of. It is their responsibility not just to make sure that the employees have comfortable furniture for long working hours, like those available at Office Monster (officemonster.co.uk/office-furniture), but also to listen to any grievances, the employees may have.
And, in the case of performance reviews, employees are held accountable for their successes and shortcomings. Of course, the success of any company largely depends on its employees. As much as the companies are willing to address the concerns of their employees, so should the employees be proactive in delivering timely results. And performance review is a good way to figure out the employee’s performance. However, though many companies have performance review processes in place, not all companies conduct them effectively.
What Is Performance Review?
A performance review is a formal, written evaluation of an employee’s job performance. Leaders of an organization or a department and the manager or supervisor of the employee conduct the review.
Employees’ performance is usually assessed in terms of their job performance, accomplishments, productivity, and developmental needs.
Performance reviews are typically the last step of a performance plan established to help the employee achieve their job and career goals.
- Use measurement-oriented language. Performance reviews are an important way for managers to evaluate employees. Managers can set goals for the upcoming year, then give employees feedback on their progress. One way to gain insight into what your employees are accomplishing and where they need to improve is to use measurement-oriented language in your performance review. If you find yourself unsure about what this kind of language is, there are many websites that offer performance review phrases to help you convey different ideas about how your employees can move forward.
- Use powerful action words. As you prepare for your annual performance review, consider some powerful action words that will add clarity, substance, and impact to your discussion.
- Start strong. Your first words need to convey your respect for your employees and let them know your intentions: “I want to thank you for your work over the past year sincerely. Your innovation and passion really brought the company to the next level.”
- Be clear. Let them know exactly what you think they’ve done well and what could be improved, and then give them some feedback. “I really liked how you did your numbers this year, and I love how you take a personal interest in your customers. However, I’ve noticed that some of your reports could use some changes.”
- Leave it open-ended. Don’t tell employees what they’ve done wrong, but give suggestions for how they can fix it. “What can I do to help you improve your numbers? Have you thought about putting that product in a smaller size to attract more customers?
- Focus on growth opportunities. Implementing a performance management process is key to retaining employees, improving morale, and gaining a competitive edge. Employees are a huge part of any company’s success. Taking the time to review their performance with them can help foster a positive work environment, boost employee morale, and establish a cohesive work culture.
- Stay positive and constructive. One of the most difficult aspects of being an employee is the annual performance review. Many people dread it because it can feel like a 1 on 1 job interview-but with the added pressure of the boss’s feedback. But it doesn’t have to be that way. It’s important to take a positive tone, and responding constructively to your boss’s feedback is the key to a successful performance review.
A performance review should be a chance for your employee to show you how much they’ve improved. However, if the employee’s poor performance review is poorly handled, it could lead to animosity in the workplace.
Giving and receiving performance reviews is an inevitable part of life. However, these discussions can be uncomfortable for everyone involved, especially in the early stages of a professional relationship. Employees often dread their performance reviews and, worse yet, dread giving their manager feedback that the manager might not like. On the other hand, managers are often terrified of giving negative performance reviews, fearing it could hurt their most important interpersonal relationships.