One of the most important moments in one’s career life is the performance review, also known as appraisal or evaluation. It is a method used to assess and evaluate the achievements of an employee over a period of time after having set some specific goals.
Performance reviews may seem like an old-fashioned formality that needs completing as a stage in the job, therefore it is important to know how to handle it and take advantage in order to deliver the message across.
How to manage performance reviews from the part of the employer
Setting objectives: these need to be established prior to the discussion and the latter should focus on them, whether they have been met or whether they need re-assessment in a certain period of time;
The evaluation criteria should be made clear, and self-reviews handed out prior to the meeting if they exist. If there is a performance form to be filled in before the meeting, it should be offered to the employee so they would know the main points on the agenda.
The review itself should be under the form of a conversation, where the employee is an active participant;
Feedback should be asked from colleagues or team members who have worked closely with the employee so performance is analyzed from difference angles, also known as “360-degree feedback”;
The review should focus on both the positive and negative aspects in order to offer a comprehensive view, preferably with examples, both current and past. One should not focus only on the most recent examples, but take into consideration all completed projects since the last appraisal or set goal.
How to manage performance reviews from the part of the employee
how they envision their role in the company and what would the latter need to change in the working environment in order to stimulate growth and harbor potential;
which are the performance-enhancing options and new technology used in the field that could increase productivity;
as it is an exercise of openness and communication, employees should also let the employers know the situations that they found challenging and how could they have been better managed by both sides.
If the appraisal is considered more than the “ticking-the-box” activity, than it can be used as an open and effective tool of communication between the employer and employee, in which they can ensure themselves they are on the same page and focusing on the same goals.