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If your annual employee reviews set off a collective moan throughout the workplace, it may be time for a change. While you don\u2019t have to overhaul the entire review process, you can make a few strategic tweaks that\u2019ll leave employees grinning instead of grimacing when it\u2019s time for their yearly evaluation.<\/p>\n
Instead of simply rehashing the good and bad aspects of an employee\u2019s performance over the past 12 months, make sure your reviews provide guidelines for moving forward. Whether it\u2019s working on weak areas, taking on more responsibilities, or amending job duties, ensure employees know precisely what\u2019s expected of their performance over the next 12 months.<\/p>\n
You may be the manager with the employee directly under your charge, but that doesn\u2019t mean other people throughout the workplace aren\u2019t affected by the employee\u2019s performance. Collect feedback from other managers, the employee\u2019s peers, and even vendors or clients if applicable. An employee\u2019s job performance can impact many people besides the manager, and it\u2019s helpful to look at input from multiple sources to get a more well-rounded view of their work.<\/p>\n
If your annual employee reviews are more like annual employee lecture sessions, the chances are low that the information will stick. When employees feel like they\u2019re being scolded or reprimanded, they\u2019re likely to feel deflated or even resentful.<\/p>\n
Transform the lecture into a conversation by asking for employee feedback \u2013 and then actually listening to what they have to say. Employee feedback needs to go beyond excuses for poor performance, but should instead include their thoughts, ideas, and feelings on what\u2019s being discussed.<\/p>\n
Keep a running tally of times an employee excelled throughout the year and mention them during the review process. A review riddled with only negative feedback can cause resentment. Make sure to balance out negative and positive aspects of an employee\u2019s performance, praising where praise is due.<\/p>\n
Reinforce positive performance even more by rewarding employees for a job well done. While not every organization may be able to reward employees with regular raises or monetary bonuses, you do have other options.<\/p>\n