Management Tips – Making Performance Reviews “Valuable”
- On 31 January 2022
- Posted by Chantal Mariotti
For your consideration – Use the following tips to add value to your team members’ performance reviews:
- Schedule regular “mini-reviews” throughout the year. A mini-review should be exactly like it sounds – quick and to the point. It can take fewer than five minutes. Keep good notes so you’ll be prepared for more formal reviews at review time.
- Don’t schedule salary increases at the same time as evaluations. Or, make sure that if you give an above-average review, you give an above-average wage increase. Team leaders tend to say only good things about a team member, and then give what’s perceived as an average raise. This sends inconsistent messages and leaves the team member feeling slighted.
- Avoid the terms “average” or “satisfactory” – they’ve got negative connotations. Better, use phrases such as “fully meets the job requirements”. This accurately defines the member’s performance.
- Set clear performance standards. Keep these questions in mind:
- Does the team member agree with me on the wording and meaning of each standard?
- Are the standards specific so nothing is left to interpretation?
- Are they realistic and attainable?
- Will each of us know when a standard is met?
For help establishing your performance review guidelines, feel free to reach out to one of our HR Consulting providers at https://executivehrconsulting.com/hr-consultants