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3 Tips for Performing an Effective Employee Review

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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Setting 2021 Goals for Your Team

The year 2020 is almost over and few people aren’t glad to see the back of it. Next year could be equally challenging, but here are lessons you can carry from this year into 2021.

One of those lessons is the importance of setting goals for your team. Goals help focus and maintain momentum, even in the midst of chaos. However, you need to choose these goals carefully.

Are you putting together a vision for 2021? Use these tips to set goals that will inspire your team in 2021.

Prioritize Your Team’s Vision

You have an idea of goals to choose from, but do your team members agree?

It’s difficult to motivate teams to do something they have no interest in or don’t see its value. So your first task is to figure out what your group wants to achieve. Once you understand that, you may find it helpful to develop a vision statement that reflects your team’s position. You can use this to reflect on when you set goals and when you reevaluate throughout the year.

Defining goals based on the team’s vision is key. Once everyone is on the same page, it’s much easier to pull in the same direction as one team.

Connect Team Goals to the Organizational Strategy

More and more, employees derive satisfaction and motivation from knowing they’re contributing to something bigger than themselves. Most employees work at your company because they believe in what they do. It’s not the day-to-day operations that drive them but the bigger picture.

Lean into this motivating factor when developing your goals. Identify those instances that connect with the organizational strategy. In other words, ask, “What is everyone here to do, and how does our team take the organization one step closer to achieving it?”

Choose Measurable Goals

A goal you can’t measure isn’t a goal at all. Measurable goals are specific and include precise details: usually, you’ll focus on numbers. For example, “improve customer retention” is a good goal, but it’s hardly measurable unless you choose to “improve customer retention by 10% in one year.”

Keep in mind that your goals should be achievable with the resources available. They can require extra effort, but your projections should always be realistic.

Goal Setting Requires More Than Numbers

Setting and achieving goals in 2021 demands more than picking a KPI and throwing it against the wall. To motivate teams and keep them working together, you need goals that inspire teams to do their best work, even when they’re apart. These are aligned with your vision, connected to strategy, and inherently measurable.

Are you looking to add new team members in 2021? RightStone can help you find someone who fits into your team’s strategy. Get in touch to learn more about the RightStone 360 process.


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