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December 2, 2015

4 tips for better performance review feedback

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Enhance the effectiveness of employee performance management with these tips in mind.

What is the performance management process like in your business?

What is the performance management process like in your business?

Performance reviews across industries continue to come under fire for a range of reasons. As the first of the year is usually the time company leaders begin to hold their performance reviews, the number one question remains unanswered by most: Are these meetings actually effective?
According to a recent survey conducted by the Society for Human Resource Management, if HR professionals could rate the effectiveness of their organization’s performance reviews, 35 percent would grade it as a “C” or worse. Only 2 percent of those polled said they would give their business an “A.”
For a more effective, productive performance management review, keep the following tips in mind:

  • Ask employees to rate themselves: This is the perfect opportunity for employees to do some self-reflection. Before the meeting begins, have them think about a few pre-selected questions in addition to other pertinent information. By giving employees a chance to look at their own struggles and accomplishments, the meeting will most likely be more effective in managing future expectations, as well as work practices.
  • Give employees a voice and a choice: Let employees choose when the meeting will be held, giving them some control over what may be discussed and what projects will have feedback given. Giving employees a choice can also help eliminate disconnect between employees and employers. Asking for personal employee goals, as stated by Entrepreneur, can foster development, as well as increase retention rates, with employees informed of related job openings and future opportunities.
  • Keep it short: A performance review should be short, sweet and to the point. Take time before the meeting to evaluate the employee, using the meeting minutes to relay what information has been looked at and what can be changed for future evaluations. Holding shorter meetings throughout the year to track performance is often thought of as better than one long meeting once a year. The Brandon Hall Group 2014 survey found that 32 percent of companies reported improved engagement practices through providing ongoing feedback.
  • Maintain open communication practices: Performance management reviews are being eliminated in many businesses, with many deciding that more frequent meetings are better for company practices and change. Let employees know that they should be able to do what is best for them during the day in order to be the most productive and satisfied with their job role. According to a recent study mentioned by Fast Company, employee performance increased by 23 percent when workers had 15 minutes each day to stop working and reflect on what they had accomplished during the day.

Evaluate the performance management routine and expectations of your business for a better understanding of employee needs and future development.

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