You'll find here tips to structure an effective employee performance review, to help scrutinize and review your employee's past and present performance.
Writing a performance review can be a slightly tense time for company heads, since putting one together which is efficient is what counts the most. You don't want to come across as overly judgmental or harsh, but using a subtle approach to get the message across.
A review of an employee's record is an important part of the evaluation process, since it gives companies a crisp and clear idea of what they're up to and whether their output, is what the company requires and expects.
At the end of the day, a review has to outline all the basic areas of evaluation like job output, attendance, vigilance, extra work effort, team coordination, client communication skills, work ethics and so on.
There are different ways in which you can cover company criteria, by mentioning factors of work in the form of questions, along with a behavioral analysis and overall performance evaluation.
Writing Employee Performance Review
If employees are seen as weak links in a company, there can be solutions provided like training sessions, programs or workshops. This can help employees get knowledge exposure to mend what they lag behind in, with respect to performance.
Some employees will have their strong areas, and some will have weak spots that need to be worked upon. It is up to the company to figure out a way to rein in their potential, if any, and help them become better at what they do. There are three concrete approaches to write an employee performance review.
When looking through an employee's record of both past and present job output, you'll find a pattern in their performance. Employees tend to be hardworking during their initial months, and then tend to go downhill from there, or vice verse.
Some may also have consistent performance levels of doing exactly what is expected of them, where boosting their confidence that they can do more than is intended, can be put forward by you.
During the one-on-one sessions where you will come in contact with the employee, this can be brought up, along with pointers on how they can grow in the company without having to remain stunted throughout their time there.
An organization can help those who ace their performance levels, by giving them an outline of objectives or goals, pushing them to see that there is a chance to be a part of a bigger plan should they work harder towards that target.
Different employees call for different tactics, so seeing their records and how they've gone up or down, will help you bring them up to par with everyone else, or at least a step above the others for those who value progress and growth.
Rating Performance System
The best way to help employees gain perspective in how they're performing is to draw up an evaluating sheet of different areas of the workplace like absenteeism, coworker interaction, company policy adherence, ethical behavior and so on.
Once you place these out in the evaluation form, rate each field with a number system of 1-5 - 1 being the lowest and 5 being an outstanding level where one has exceeded his/her abilities and the expectations of the organization. The ones that range from average to below that, should be addressed in a way that doesn't come off as demeaning but supportive.
Ask them if there is anything that they have a problem with, or if there is an area in their job profile that needs more training or help to make them better at it or if any issues in their personal lives hinder them from showing promise to the organization.
Tune into these key areas and find out what exactly is making employees fall back on their responsibilities. Make it known to those who do well, that the organization has seen and acknowledged their hard work, which will pay off in the long haul.
For those who don't adhere to company policies and ethics, they should be given subtle warnings about what disciplinary measures and actions can be taken by the company should they fail to comply.
Set Goals for Employees
For those who are consistent with their work, or going beyond their work ability to excel at their designated job, should be given set goals on how to get better and stay that way during their time there.
The weaker employees can be put through session trainings and given goals that aren't impossible to meet, but the kind that slowly gets them to a spot that the organization can appreciate them for working towards.
Once they get there, another evaluation is taken to see how they've moved from point A to B, and if they really are the kind that will prove to be assets and not liabilities to the organization.
Once you cover the important areas of your performance review, you won't have to worry about the outcome since the review outline will guide you as you go along. Discuss with other seniors on how to broach different areas of writing a performance review, should you fail to handle it on your own.
It is sometimes better to have more than one person present to give feedback in two different lights, so that the employee has a clearer idea of what the management as a whole, expects. With these key points, you'll be able to come up with something both effectual and beneficial for the work force.