Many business owners dread giving out end-of-the-year employee performance evaluations – so much so that, oftentimes, employers will eschew the process all together. It’s easy to understand why – not only do some find it uncomfortable to have to rate another person’s level of adequacy (or perhaps, I should say, inadequacy), but many are fearful of being put in a compromising position. You know? The one in which your employees are gunning for more money and you’re forced to confront the request head-on.
Such is the nature of a business owner’s job. But despite the dread or fear of giving them out, employee reviews are essential to the positive development of your company.
The good news is they don’t have to be a pain. One of the best ways to soften the blow of giving reviews is to scrap the idea that reviews have to come at the end of the year. Start thinking and treating reviews as a continuous process – one in which you are constantly providing feedback to your employees. The end of the year is not the first time an employee should be hearing about an issue. In other words, don’t treat your annual performance reviews as an opportunity to hash out problems and concerns. In fact, no information provided in a review or evaluation should be news to your employees. You’ve done your job right if you’ve consistently communicated expectations and standards throughout the year and have provided regular, ongoing feedback to your employees. Reviews should serve as a “sum up” of the points and ideas that were regularly discussed and the feedback that was regularly provided throughout the year. That being said, here are some other useful tips to help you get the most out of your employee reviews:
Don’t just think change, communicate change –
To instigate change, you need to provide two things: 1.) Clear, concise feedback and 2.) A clear, concise plan of action. You can’t expect people to read your mind, which is why firstly you need to be honest, yet respectful, with your employees in your reviews. Secondly, in your evaluations, you need to be specific about what change and success looks like and the steps it will take to make that change happen. A plan of action also includes discussing goals and attaching timelines to each goal.
Set standards and voice them –
If you want your employees to meet certain standards, you need to discuss those standards with them. Determine what success is and ensure your employees are given the necessary training and knowledge to measure themselves according to your standards. For instance, if you expect a certain level of performance and productivity then make sure your employees know what this level is and how to measure themselves accordingly. Everyone needs to understand what constitutes success. Ongoing reviews are the best way to ensure everyone is on the same page.
Reinforce company culture –
Use your reviews to communicate the philosophy, core values and goals your company is built on. Your review should address how well an employee’s behavior and attitude is aligned with your specific company culture.
Employee reviews don’t have to be the dreaded end of the year build-up you imagine. When you open the lines of communication with your employees and continuously provide feedback throughout the year, there is no need for you – or your employees for that matter – to be fearful of the process. The guessing game is over and instead you and your employees are free to focus on improvement. Remember, as owner, it is your job to ensure everyone is working at an optimal performance and that the business is operating the way you envision. Continuous feedback and review is the best way to ensure that happens!
Want to learn more about this topic? Read and watch a video on Employee Evluations that Work.
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