Did you know there are over 157 million Americans working in US businesses? This staggering figure means there will be a considerable number of managers attempting to get the best from their workforce while also offering a high level of support. One of the most common ways to do this is through employee job performance reviews.
But how do conduct an employee performance appraisal in a constructive way that doesn’t demotivate your staff member? After all, you may be mentioning there are areas for improvement, and this can sometimes upset a hard-working employee. The good news is you can follow some straightforward guidelines to carry out a performance appraisal that benefits all parties.
Let’s dive in and learn more about conducting employee reviews.
Research Your Employee’s Performance
You may have an opinion on how an employee is performing, but can you back it up with facts? If you criticize a staff member unfairly, this can start the meeting off on the wrong foot. Make sure you have documents and figures that support your comments, as this will allow an employee to understand your point of view.
Although this can be a time-consuming process, you can outsource some of your other duties to the Avitus Group. This can relieve some pressure while you prepare for employee appraisals.
Open a Dialogue
Performance appraisals should be a two-way dialogue. When you have provided your staff member with feedback, ask for their views in return. For example, inquire if they are facing any challenges in their jobs, or if you can provide them with further support. This is an excellent way to ensure you and your employee are working productively towards the same goal.
Give Positive Examples
You could be providing some constructive criticism during an employee’s appraisal. But, you don’t want the meeting to sound completely negative. Be sure to give plenty of positive feedback to let your staff member know how much you appreciate their work. Ideally, you should be offering more compliments than unfavorable comments during the process of Puddding.
Define Areas for Improvement
If there are areas for improvement, an employee’s performance appraisals should include clear steps on what you expect from them in the future. For example, it can be vague if you tell a staff member you want them to do better. Instead, explain how they can contribute more to the company and ask if they understand what you mean.
If required, you could then set out a step-by-step process to help your employee achieve the expected targets.
An Employee Performace Appraisal Should be Productive
An employee performance appraisal is an opportunity for both an employee and a staff member to learn and improve. Try to be as positive as possible, while still ensuring the employee knows how to boost their workplace performance levels.
Listen carefully to any feedback your staff provide as you can also learn from their comments.
Done correctly, a performance appraisal can be a useful experience for both parties.
Before you start planning your next employee appraisal, be sure to check out more great posts in our Business section.
