Tips for Doing a Performance Appraisal Review – Performance reviews are an excellent tool that HR departments can use to align employee goals with the companies. However, in many companies, not enough attention is paid to this type of process. Therefore, mistakes are made that cause performance evaluation to seen as a waste of time. Thus, we teach you some tips for a performance evaluation review in this article.
Tips for Doing a Performance Appraisal Review
Let’s see six tips to make your performance evaluation reviews practical and helpful for your collaborators and your company:
1. Set clear objectives regarding the review
Performance appraisals are an ideal tool for managers to get more involved with their workforce, motivate themselves, and lower their turnover rates. However, a common mistake made during reviews is the lack of clear objectives.
Establish clear objectives and goals from the beginning to start on the right foot, such as what kind of messages you want your employees to have during and after the review. That is to say What aspects of their performance will you measure? What is the purpose of review meetings? What will data taken into account to measure performance? They must be obvious to prevent the process from failing or collaborators from mistrusting it.
2. Lean on different sources of information
To carry out a performance evaluation, you must rely on as many sources of information as possible. Remember that this process is reviewing the performance of your employees, having accurate data and enough information to prove your assessments will allow the process to be much more transparent and objective.
Gather information and partial results on each of your collaborators, and rely on previous performance evaluations, reports, indicators, Balanced Scorecard, job profiles, etc.
Another source of information that is also very valuable is self-assessments; Ask your employees to analyze their performance so they can understand that it is a tool to strengthen their performance and contribution to the company.
3. Create an environment of trust
In general, performance evaluations usually seen as something negative. Employees feel stress and worry when they evaluated and judged by their superiors, so one of the tips for doing a performance evaluation review to eliminate fears.
Try to create an environment of trust before starting performance reviews; begin with a meeting with activities that break the ice and let your employees know that the study is to help them grow and not to judge or belittle their work.
Establish agreements with your employees.
A performance evaluation is an activity in which both the evaluator and the evaluated must be one hundred per cent willing and involved. Therefore, another piece of advice we give you on how to do a performance appraisal review is to establish agreements with your employees before setting a final agenda for the study.
Ask or review the activities on the collaborators’ agenda, detect their free time and schedule meetings in which you can conduct evaluations individually and in person.
Sharing their review with each employee in person is ideal for finding out their reactions, generating greater trust and increasing the process’s effectivenessss.
Create an action plan.
An action plan is ideal for agreeing with your collaborators on what aspects they want to improve. Please find out your employees’ interests and career plans to ensure their goals and objectives align with the company’s strategy.
This is the perfect time to set the stage and get everyone on the move, working towards individual and collective goals that will bring benefits and success to all.
It is essential that during the creation of the plan, you establish goals and expectations that are specific, measurable, achievable and results-oriented so that everyone knows how their work contributes to the success of the organization and how the performance evaluation review can help them.
Take notes and ensure follow-up.
During a performance evaluation, you must take notes on everything being discussed; when you finish, we recommend you prepare a minute or summary of what was reviewed and share it via email to ensure that everyone on the same channel.
It necessary that before concluding each evaluation, the points and agreements, pending tasks and steps to follow are made clear, emphasizing what each collaborator must change or improve.
Finally, don’t forget to thank your employees for their participation and time spent on the review. Ask for their feedback, find out if they found the review valuable, ask for suggestions, and above all, let them know that they have the support of the company to improve and develop professionally.