 It seems everyone hates performance reviews. Managers probably hate them just as much as employees do. However, performance reviews have proven to yield strong results when done right, and many still believe that they are an integral part of optimizing the way you do business.
Performance reviews can have positive effects on both the company and the staff. However, if done the wrong way, they can cause irreparable damage and wreck the organization’s culture. Poorly conducted performance reviews demotivate staff, instill fear and a sense of distrust in the workforce, and make managers’ jobs harder and more complicated in the end. While performance reviews are usually well-intentioned, they are often poorly-executed. How can you be certain that you’re doing it the right way? For starters, here are five things not to do when conducting performance evaluations. Don’t Make Them Annual Events. When you make it a once-a-year event, you are immediately adding stress to an already stressful situation. It becomes an event that both managers and employees dread. Keeping a laundry list of mistakes and shortcomings for each of your employees and then confronting them with these issues once a year is, in reality, as horrible an idea as it sounds on paper. Employees need and thrive on regular feedback and open conversations. As a manager, you need to design a simple and effective process for meeting with your employees on a more regular basis and speaking openly about things they can do to improve the way they work. That’s the best route to take if you want to see real, palpable and positive results from the review process. |
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