B Reviewed – What do Employees Expect at a Performance Review?

One week to go before most businesses close for Christmas so it’s the perfect time to have staff reviews to end the year on a proactive and positive note.

So what should you review? This will vary from role to role but it doesn’t have to be tense, uncomfortable or confrontational.
As a general guideline here are some tips you should take into consideration:

  • Never evaluate attitude, always evaluate performance – All your staff should know what is expected of them in terms of activity and outcomes. Stick to this and stay away from subjective or personal assessments.
  • Self-evaluation is the best place to start – Ask them where they excelled, where they could improve, where they failed and what they are going to do about it? You’ll find when you do this they will most likely be harder on themselves than you will ever be.
  • Beware of over-evaluating performance – Mediocre is not competent, competent is not above average, and above average is not excellent. Call it as it is, gives it a name and then tell them what needs to be done to improve.
  • Be careful of the language you use – Try to be as non-judgmental as possible. Instead of “Your punctuality is poor” use “An effort to improve punctuality is required.”
  • Alternate the negatives and the positives – A review should be balanced between what they do well and what they don’t, not just highlighting the negatives.
  • Get commitment to the next step – Always have a defined outcome (activity not attitude) that they agree to at the end of the meeting. Write it down and revisit it in January.

Remember, in the words of Ken Blanchard, “Feedback is the breakfast of Champions!”