Managing employees’ performance reviews is an integral part of the work that all managers must undertake throughout the year.
When did you last conduct them? How did they go?
Performance reviews are as important as managing financial and other resources of the business, but do you treat them like this?
‘Just getting them done’ will not create the sense of accomplishment that either party is looking for and it’s vital to remember that your employees’ performance has a positive or negative impact on the growth of your firm.
In their book ‘One Page Talent Management’, Marc Effron and Miriam Ort believe that simple is best and that ‘by eliminating complexity and adding value’, managers can run a performance review with very little effort
Although the structure of a performance review is formal, the process and content doesn’t have to be. Create an environment in your firm where the review is a balance of simplicity and value.
Keeping the performance review simple means that you spend more time communicating about the real issues rather than ploughing through a series of complicated questions or lengthy forms.
Use a simple appraisal form, keep the goals simple and focus on the vital few, achievable goals (you already know that having too many goals leads to reduced effort on each one) and ensure that these are followed up with frequent feedback on the progress.
Appraisals exist to improve business efficiency and profitability by ensuring individuals perform to the best of their ability and develop their potential. When your people are doing well, it follows your firm will do well.
Read more here on how simple and effective performance reviews can give you and your employees a sense of accomplishment rather than ambivalence.