How To Prepare To Do A Performance Review ?
How To Prepare To Do A Performance Review ?
If you are a manager or team leader tasked with running evaluations for your team, you likely have an established performance review process in place to guide your approach. However, you can still make the review experience as smooth as possible by preparing in advance.
Clear Your Calendar
If you’re going to meet face-to-face with team members, make sure you won’t be distracted or interrupted by other priorities during the meeting. Try to cut down on commitments earlier in the day to reduce the risk of getting in the way and postponing the review or being late. That way, employees know that the review is just as important to you as it is to them.
Brush up on your employee experience data
Before the meeting, check your notes from the most recent review with the employee to see what happened last time. What were the main themes of the meeting? Did any of you say you would follow up?
Be prepared to give as well as take feedback
Make sure you give the employee enough time to share their feedback about the way you manage and bring a laptop or notebook to record it so you can follow up later.
Prepare for curveball
Although you shouldn’t tell the employee anything they don’t already know about their Performance Review , it’s quite possible that they will bring up matters that are news to you. Because they are private one-to-one exchanges, reviews can be seen as an opportunity to raise issues or share news. While it may not be relevant to the review, be receptive to what the employee brings up and table it for conversation later if necessary.
Disadvantages of Performance Reviews to Avoid
As you plan or review your performance review process, you can save time and expense by being aware of these potential failure points.
1. Losing the link between process and purpose
Make sure the goal of your performance management systems drives the process, and be prepared to make changes if necessary. It’s important to understand how well your organization’s goals align with the day-to-day work of individuals and teams.
2. Not prioritizing a culture of feedback
If you don’t already have a culture of feedback, invest time and resources to communicate the true purpose of performance reviews and build trust in the process of developing a feedback-based culture.
3. Failing to Involve Your Stakeholders
Bringing decision-makers and business leaders on board from the start will improve procurement, increase participation rates, and set your program up for success.
4. Not Build in Support Network
Follow-up and feedback need to be built at the forefront of the project. Set expectations early for employees and managers so they know who they can turn to for advice and support
5. Lack of communication
Communication is the most important component of implementing a new or improved performance management system. The performance management system is successful only when the communication about the process is authentic and transparent.
6. Inadequate training and competence for managers
No performance management system will be successful if the people involved do not invest in the process. If employees feel that their managers are indifferent to the performance management system, they will reflect this attitude. Managers need to control and lead by example, and to do so they need support and adequate training.
Alternative ways to collect feedback
For many businesses, performance reviews are the most useful way to share and collect employee feedback. But thanks to the growth in experience-led business and a new understanding of the value of employee experience, new methodologies are emerging.
In 360 Feedback, staff members can receive feedback not only from managers, but also from peers and junior staff members. They can also self-review, resulting in a full – or 360-degree – view of their strengths and opportunities. However, such program should only be used for development and not to measure performance.
Some companies prefer to avoid the formal structure of performance reviews and instead share feedback on an ongoing ad-hoc basis. It can be a suitable option for very small businesses and new start-ups. However, there is a risk that without a formal checkpoint, employees do not have clarity on how they are progressing and what they need to work on.
Employee Pulse Performance Review
Employee pulse Performance Review can be seen as a happy medium between continuous feedback and a large performance review once a year. This is a small-scale employee review conducted on a more frequent schedule, such as monthly or quarterly. Pulse feedback is most commonly associated with employee engagement surveys, but it also serves to share feedback in the other direction because it provides clear solutions and is quick and easy.