Management Tips – Making Performance Reviews “Valuable”

For your consideration – Use the following tips to add value to your team members’ performance reviews:

1. 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.
2. 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.
3. 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.
4. 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