As we head into the final stretch of the year, it’s a good time to begin planning for annual performance reviews. Of course, performance reviews are only one component of effective performance management. If the only time your employees receive feedback is during an annual conversation with their manager, you are doing both the employees and the organization a disservice.
Performance management should be a process, not just an event. In support of the annual evaluation, there should be mini-reviews throughout the year. This helps both employees and managers track accomplishments and address areas for improvement in a more timely manner. There should be no surprises during the annual review. Here are 5 steps for effective performance management
Establish and communicate a timeline. Determine when the annual performance review will be conducted and the activities leading up to it, e.g., gathering 360 feedback. Create a timeline, allowing adequate time for all activities to be completed by the target evaluation delivery.
Train managers. Train every manager on their role and responsibility in the performance management process. Communicate that feedback conversations – both positive and developmental – should held all year long, not just during the annual performance review. Provide guidelines for effective feedback. Make managers’ implementation of performance management part of how they are evaluated.
Gather feedback. Give employees the benefit of feedback that is as comprehensive as possible. There may be strengths or development areas that, as their manager, you don’t observe. For example, if they are a remote employee or are customer facing.
Have employees self-evaluate. Give employees the opportunity to tell you where they think their strengths and development areas are. You may discover some strength “hidden gems” that you didn’t know about. Likewise, they may share areas where they are struggling and ask for help. People are more likely to accept feedback from others if they’ve had a chance to give their input.
Conduct the evaluation. Revisit the employee goals set at the beginning of the year and have an honest, interactive conversation with your employee about progress, challenges, improvement needed. Think of the review as a development opportunity rather than a “report card.” Consider both the employee’s strengths and how to further develop them, and areas where the employee needs to improve in his or her current role, or to advance to the next level. Work together to create a development plan.
Please feel free to contact me if you need help planning and/or implementing a performance management process.