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Use these five tips to conduct better mid-year performance reviews

by , 02 June 2015
While we've talked several times about the importance of performance management, annual evaluations and the importance of the follow-up, today we're giving you some effective tips you can use when conducting mid-year performance reviews.

Here are Hrsolutions.net's five tips for making mid-year performance reviews better

1. Have a plan:
You have to review past performance plans to see if there's an ongoing issue that needs a more intense improvement plan (you can use a 30- or 60-day plan that focuses on just that aspect and requires concrete, measurable improvement or imposes stronger consequences, the same source recommends). Discuss goals with the employee during the review.

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2. Take a broad view:
This means that your review should focus on all aspects of performance and that you it can include feedback on attendance, how well the employee works with others, how they complete assigned tasks, whether they take initiative, their knowledge base and so on. Evaluate each performance metric individually and make notes on areas that need the greatest improvement.

3. Be specific about it:
Make sure you still have your notes from the employee's last performance review and that you've tracked performance and are willing to keep on doing that. "Having specific facts and examples about an employee's performance makes it easier for the employee to understand your point of view," the same source explainss.

4. Document everything:
In other words, gather facts and papers and analysis and use them as  references for course correction. According to the same source, you should keep mid-year review documentation - forms and rankings - consistent with your annual review process; inconsistent reviews can be confusing to employees.

5. Be supportive.
Don't make the mistakes most managers do and start hunting the mistakes of the employees. "Highlight what the employee is doing well, then touch on what needs to be improved. Try to avoid negative words such as deficiencies," they recommend.

At the end of the day, it's important to avoid mistakes such as making a review based on one mistake or one positive factor, don't hide the real final score and keep salary increases separate from any feedback.

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