As a manager, one of your duties is to conduct monthly, quarterly, or annual employee reviews. These meetings let you talk with each employee about their accomplishments, challenges, and concrete ways to improve performance. Although these discussions can be difficult, they are necessary to ensure your employees align on shared goals and have a plan for future improvements.
Implement these three tips to conduct your next employee review.
1. Prepare Your Feedback in Advance
Gather your thoughts and data about the employee’s performance well before the review. Use the information to fill out the employee evaluation form. This can serve as the framework for your discussion. Make sure your remarks are direct, concise, and transparent. Include specific examples of what the employee has been doing well and how they can improve. This should clarify your goals and expectations and avoid confusion. Have a copy of the evaluation form ready to give the employee to reference and stay on track with the improvements you requested.
2. Maintain a Two-Way Conversation
Encourage an open discussion about the employee’s performance. You want to promote trust, clarity, and alignment with company goals. For instance, find out what they believe to be their greatest strengths, biggest challenges, and areas they can improve in within a month, quarter, or year. You may ask questions such as, “What is the accomplishment from the review period that you are most proud of?” “Which areas do you think you need to improve the most in?” Or, “How can I support you in reaching your goals?” Also, clarify your expectations and evaluation guidelines. In order to stay engaged, the employee should know the level they should be performing at and how their success will be measured. Additionally, actively listen to what the employee says. Repeat what you hear to make sure it is accurate. Ask follow-up questions to gather more information.
3. Focus on the Future
Share your goals and plans for the employee to improve their performance. For instance, involve them in creating an action plan to set milestones and reach objectives in line with company goals. Clarify that you want them to succeed and are available to discuss their concerns and challenges. End the discussion on a positive note with motivation and hope for the future.
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