For managers, one of the biggest responsibilities is making sure that teams work well together and accomplish the goals they’ve set out. Each person in the team needs to play an integral role in that success. And making sure that everyone works at their best—that employees feel challenged, trusted, and rewarded—is also a big part of their job.
Performance reviews are a crucial tool to use to accomplish this task. Through performance reviews, managers can keep track of their employees’ work, their successes, their challenges, and how they can grow in their position. A performance review is like a thermometer used to take the temperature, not just of each employee’s performance within the department, but of the department (and the company) itself. This is why conducting effective performance reviews is so important.
To ensure that the performance review process is as effective as possible, managers must recognize that the review is not just a cumbersome HR requirement, but rather a useful tool to track productivity and workplace satisfaction. It can also help minimize employee turnover, if it’s used as a way to make sure the employees are happy and feel engaged in their work.
Here are a few ways that HR professionals can help managers improve their performance reviews.
Remember, the performance review is a living process—it depends on the people involved, who have their own opinions and attitudes. Making it more straightforward and standardized can help everyone get on the same page. And it’s important to always take the feedback from managers and employees into consideration as you refine your approach and make performance reviews work better for your company.
For more tips on how to improve your performance management process, download our white paper “Performance Management: Top 10 Best Practices“.
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3 Comments
Performance reviews, the brain child of corporate environment. Hated by most, employees especially, while liked by less, it has somehow managed to grab an important position in the HR activities. It started as a way to assess performance, but has ended up being nothing but a tool to justify a raise or a promotion.
This has to change!
Even though I do no not necessarily agree with the mandatory use of performance reviews, they are a good way to motivate employees to perform better. You just have to make sure that there is a follow-up to the performance review, with either training sessions for the poor performers, or increased benefits for the high performers. Don’t just do them to get them out of the way.
The voice of the internet is strong on this topic. More and more people tackle the subject, and it’s obvious that a change is needed on the way the performance reviews are performed. There a million suggestions, some based by number, some just to follow in the trend.
But the general consensus is that they either need to go, or figure out a way to do them so that both the employer and the employee gain something from them, not just headaches.