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Four things every manager MUST avoid when conducting performance reviews

by , 24 June 2014
Performance reviews are great and there's no need to dread having them.

You can use the power of performance reviews to: Encourage and reinforce good performance, agree on goals and challenges to be met and exceeded, identify training and talent management opportunities.

That's not all.

You can also use them to identify problems and agree on ways to resolve them and explore new ways to motivate and encourage your employees.

But as with anything, there are don'ts.

Read on to find out the four things to avoid when carrying out your performance reviews.

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Never do these four things when conducting performance reviews

#1: Where possible, avoid using rating scales i.e. rating an employee's performance on scales between 1 and a chosen maximum.

Experts behind the Practical Guide to Human Resources Management warn that rating scales don't serve much purpose other than to upset and demotivate staff. And there's no proof to suggest they have a significant impact on remuneration levels.

The reality is that no-one wants to be rated 3 out of 5 by anyone on anything.

#2: Don't make on the spot decisions during the review that you may not be able to honour. Rather give yourself time to consider alternatives and defer the final decision to a follow-up session.

It's a bad idea to respond to questions if you aren't certain of the accuracy of your answer. If you overlook this, your employees could stop trusting you when it comes to work issues.

#3: Don't make promises which are dependent on other people or other departments. Rather, refer these issues to the person or department concerned.

#4: Don't make promises of future promotions, but explain the criteria you use when it comes to promotions.

There you have it. Avoid these four things when conducting performance reviews. Rather use performance reviews to focus on and highlight the areas that will achieve the most successful results.

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