By Pam Waits & Kristin Mann
1. Highlight and commend goodperformance…
Tell anemployee what it is specifically they’ve done well, and they’re more likely to doit again. A regular review system can be used to reinforce good performance. The more specific the feedback, thebetter the results—with more frequent reviews, you can ensure that yourappraisal is relevant to the employee’s recent work.
2. …and address poor performanceearly on.
On theother hand, you want to be sure that your employees don’t start heading in thewrong direction. Catch those errors early on and get your employees back on course.
3. Frequent reviews reduceawkwardness, increasing the review’s value.
Thisbenefit speaks for itself—but we can speak for it too! Conduct reviewsregularly so that you and your employee getcomfortable with the process. By lessening the discomfort often experiencedby both sides of a performance appraisal, you can help reduce defensivenesswhile conducting a more honest review with better results. Use JuvodHR’sperformance review language as a jumping point so you know where to start.
4. Keep lines of communicationopen.
Employeesare more likely to discuss workplace concerns if their manager initiatesregular communication. This affords the company the opportunity to take actionbefore problems escalate or employees leave.
5. Develop individual employeeperformance to enhance your company’s success.
A chainis only as strong as its weakest link. Research shows that frequent performancereviews lead to more productive employeesand greater employee retention.In other words, your employees willperform better and stay longer. The result? You improve your company’sperformance and overall success.