How to run effective performance reviews

It's fair to say that performance reviews can lose their meaning over a long period of time. As both employers and employees cover the same ground, talk about the similar strengths and weaknesses, the whole process becomes repetitive and doesn't achieve what it's meant to.

By definition, a review is a formal discussion of an employee's development and performance. This meeting is also about establishing plans for the future and understanding how someone is feeling at the company. However, here is the crux of the argument, effective performance reviews aren't one-way streets – both parties must bring elements to the table to move forward together.

As such, if you are looking to add spark to your next set of performance reviews, take a look at our proven tips below.

Ask for employee input

Effective performance reviews require widespread input.

One of the challenges with performance reviews is that employees can feel the process works against them, the employer is in control of what is brought up – both positive and negative. To avoid this sentiment, ask employees to think about the various strengths and weaknesses of their last quarter or year.

According to the Harvard Business Review (HBR), this technique can add a collaborative element to the performance review and put the employee at ease about what will come up. It might also remind employers of what they've forgotten about.

Effective performance reviews also require widespread input. If a senior management figure is not working with an employee on an everyday basis, performance review analysis can feel cold or out of touch with reality. As such, collect insights from co-workers, managers and even clients – the more information employers have, the clearer the review will be.

Take the emotion out of it

Performance reviews can be emotional events.Performance reviews can be emotional events.

Performance reviews can be difficult conversations, but don't need to be if regular and effective communication is happening on an ongoing basis.  Critical performance or behavioural issues should be raised as soon as they occur and not left until a formal performance meeting.

HBR notes that performance reviews are designed to "reinforce solid performers and redirect the poor ones." As such, the messages must be clear, concise, respectful, but also with the employee's thoughts in mind to create an effective meeting that means something to both sides.

To learn more about conducting effective performance reviews, get in touch with the team at Flexi Personnel today.