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Posted by on Nov 26, 2013 in Small Business | 0 comments

4 tips to review employee performance in workplace

4 tips to review employee performance in workplace

Conducting an employee performance review at your office is a necessary task for any business that wants to improve their productivity, increase their market share, and grow their profits. You need to make sure each and every employee is towing the company line to help your business achieve its goals. When conducting a performance review it’s helpful to keep the following 4 tips in mind. These tips will help you have a more constructive and insightful experience when conducting your yearly performance reviews.

1. Be honest.

Skirting around serious underperformance issues in the workplace, because you don’t want to cause offence, is not the way to go when conducting a performance review. Quite simply, avoiding confrontation isn’t good for anyone. It prevents the employee from knowing that their performance isn’t up to scratch (and hence, prevents them from taking steps to better themselves), and hurts the business achieve its goals by having an underperforming staff member. Having said that, always make sure you back up a criticism with a compliment. Be honest, but respectful at all times.

2. Put down the form.

Most performance reviews are simply a matter of working off an evaluation checklist and asking employees the same old questions, again and again. Don’t do this. Simply checking questions off a form does little to foster dialogue and ease the tension, and puts a real barrier between management and the employee. So make sure you put the form down and engage in a conversation with your employee when conducting a performance review. Sit back and talk with the employee, and engage with them respectfully. Once the review is over, then – and only then – fill out the necessary paperwork.

3. Be prepared.

Don’t leave things to the last minute! Gather examples of good and bad work throughout the year to discuss in your yearly performance reviews. File these away under the employee’s name for easy access when it’s performance review time. Also, try and record as much detail as possible in these examples. Doing so will help the employee feel valued when the examples given are good, and accountable when the examples given are bad. If you use a CRM software package like Axcelerate (www.axcelerate.com.au/) for example, you can often record all your contact interactions in a single interface. You can draw on this content when it’s time to review a staff member’s performance.

4. Turn the tables.

Don’t do all the talking when conducting the performance review. Instead, turn the tables around and ask the employee to review their own performance. Letting employees assess themselves can motivate them to take more action. It can also make them feel more responsible about what they’re contributing to your business. You can also ask the employee to review your performance as management. Doing this can open up lines of communication between management and staff, and open communication between different levels of your business is crucial to your success.

The next time a performance review is in order, keep the 4 tips above in mind. Always remember to be constructive in the feedback you give, but don’t hold back if there’s an issue that needs to be discussed. Encourage more participation from the employee in the review – so you’re not the one doing all the talking – and start preparing for it throughout the year.

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