4 Tips for Effective Employee Performance Reviews

Performance review is as important to an employee as it is to the business but its effectiveness depends on how it is conducted. As cliche as this sounds, performance review can empower an employee to do more for your business, it can also be the factor that will drive them away.

According to OfficeVibe, 86% of employees really appreciate receiving feedback, regardless if it is positive or negative. While some employers often say performance conversations can be difficult, it’s a conversation that must be had for the benefits of your business and the improvements of your employees. Whether you decide to have this conversation monthly, quarterly, or annually, we believe these tips will come in handy for your business. So, let’s go:

1. Understand why performance review is important - Why would you want to carry out a task that you don’t understand? Well, let’s start with the definition of performance review: A performance review is a formal assessment in which a manager evaluates an employee’s work performance, identifies strengths and weaknesses, offers feedback, and sets goals for future performance. It is also called performance appraisals. Although, some employees believe it is not effective, but as a result-driven business, you must understand that it should be part of the performance conversation strategy.

2. Don’t wait, provide regular feedback - Performance review shouldn’t be limited to monthly or annual reviews, between task appraisals can also boost employee morale. When you consistently give feedback about your employees' work, there won’t be surprises when the official performance review comes. Don’t forget to take notes on employee performance. In giving a review, also create a balance that wouldn’t neglect both the top performers and the struggling employees. The top performers can get motivation from your review while the struggling employees can see it as a means to deliver better.

3. This is one of the importance of note-taking. When addressing an employee who needs to perform better - start by giving an example of any situation you can remember and proffer a solution by giving a piece of advice on what should have been done better.

4. Your words are powerful - Choose your words carefully because they might either break or make your employ. Communicate effectively by phrasing your evaluation in a way they don’t sound demeaning. At the end of your review, it should end in understanding and respect. Most importantly, encouraging your employees can just be what they need.

Are you wondering why you have to review your employees' performance? Oh well, giving them room to grow and acknowledging their effort to the growth of your business. No matter how you see it, a performance review will be a win-win situation.

Stick to an approach that would work for you. Be sincere about your review, there is no need to sugarcoat anything. Going through the process can be daunting but it’s achievable.