The performance review. Dreaded equally, in some cases, by the giver and the receiver, but it doesn’t (and shouldn’t) have to be that way. If you’ve never written or delivered a performance review to an employee, or if the thought of doing a review is about as appealing as a root canal, here are a few tips to help you.
In recent years, the annual or semi-annual performance review process has come under a lot of fire. A 2018 article in Forbes magazine said they were pointless and insulting and referred to them as ‘artifacts leftover from the Industrial Revolution.’ Others contend that the written form is still vital because it puts structure into performance evaluations. Taking the time to write an evaluation signals to employees that you think they’re important. A performance review’s goal shouldn’t be to punish an employee for not meeting expectations but to help the employee and the business grow and succeed.
Keep This in Mind Before Writing a Performance Review
Research has found that performance feedback that only occurs a few times a year is unlikely to be meaningful. Providing ongoing, less formal communication consistently throughout the year, followed by a formal written performance review reflecting what employees have heard throughout the year, can be affirming and motivating.
A Gallup poll shows that when managers provide weekly (vs. annual) feedback, team members are: – 5.2 x more likely to strongly agree that they receive meaningful feedback – 3.2 x more likely to strongly agree they are motivated to do outstanding work – 2.7 x more likely to be engaged at work