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Create a Fair and Effective Performance Review Process

December 6th, 2018

Performance reviews cause both the employee and the manager anxiety. The manager may struggle with balancing the positive feedback with constructive criticism, while the employee might stress from hearing any type of critique.

The anxiety can be minimized with a fair and effective performance review, which is up to the manager to create and implement.

What is a Fair and Effective Performance Review?

First of all, the performance review is not a time to unleash negativity. It’s quite the opposite, actually. A performance review should be a motivational meeting that includes:

  • Highlights of praise for an employee’s accomplishments
  • Constructive feedback on areas that the employee has room for improvement
  • Time to ask and answer both big-picture and detail-oriented questions.

Once your employees know that these are metrics and topics of discussion, they will be better prepared for their review. Because the meeting is a chance for clarifications as well, they may even look forward to it!

3 Go-To Tips for Conducting a Fair and Effective Performance Review

To make sure you can make the best use of the performance review, follow these tips.

Utilize the Job Description

When deciding how to design the performance review, a great resource to use the job description. Does the employee fulfill the duties and expectations listed in the job description? This is also a good chance to see whether or not you need to revise or update the job description for this position. Any updates would only be relevant moving forward, beyond the performance review when you have a chance to discuss these updates with your employee.

Consider How Often You Want to Evaluate

Every expert will tell you that you need to review your employees’ performance more than only on an annual basis. Some companies hold reviews after major projects or busy seasons. Other companies choose to hold performance evaluations quarterly. Look at your own business and schedule to determine what makes the most sense for your business. Holding reviews at least a few times a year will help your employees grow and contribute more effectively.

Use the Right Language

Each employee responds differently to praise and critique. The performance review is a crucial time to help nurture the employee and foster improvement, so be sure to use language that is clear and concise to avoid any misunderstandings. Here are a few examples of effective language to use instead of words like “good” or “great.”

  • Excels
  • Dedicated
  • Focus
  • Thorough
  • Decisive

Create Your Performance Review Process with Experts

For more help on implementing an effective and fair performance review process, contact Concorde Personnel and work with a top staffing agency in Westchester.

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