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These five tips will help you conduct better performance reviews in 2015

by , 01 June 2015
Can you believe it's already June? And you know what that means don't you? Mid-year performance reviews are just around the corner.

Now many employees fear this moment because it's not a fun experience and can sometimes leave them feeling negative and less motivated.

But it doesn't have to be that way for your employees.

Chad Savoy, on Cornerstoneondemand.com, provides five tips that can help your company conduct better performance reviews!

Here they are:


Do this to drive productivity by improving performance reviews:


1. If you want your employees to be more productive and have better results, you need to offer them real-time feedback on accomplishments and challenges. This gives them the opportunity to grow throughout the year.

This way, come the dreaded annual performance review, you can focus on achievements and growth instead of rehashing past challenges.

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2. Don't turn reviews into conversations. During this reviews, give your employees clear action steps and information they can use. Discuss specific achievements they can be proud of and areas where they can improve.

3. Don't forget that reviews should have a purpose. "Why bother with reviews if all you do is fill out a form and file it away? Reviews should collect useful employee performance information that can be put to work for the entire organization. If managers see the value of performance reviews, they'll get done. And if employees can see positive benefits come from reviews as well, they'll make a greater effort," recommends Savoy.

4. Be simple and consistent: We can't stress enough the importance of having ongoing reviews – not just an annual one. More frequent reviews give you a better overview of the way your employees work, develop and how engaged they are.

Savoy says that "reviews should be straightforward, allowing you to focus on the person sitting in front of you, not on deciphering the form or translating HR-eze. After all, managing people is hard enough without having to deal with the effects of painfully complicated reviews."

5. Don't make the review experience a dreadful one! The annual review is a dreaded moment for most employees but if you still want your top performers to stay motivated, don't give them a hard time. "Great managers talk about performance every day, giving timely (and useful) feedback to their teams. Great employees welcome feedback as a source of inspiration, motivation and reassurance", explained the same source.

Keep these tips in mind and use them wisely.

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