Performance reviews are a chance for managers to give constructive feedback. These reviews need to be a meaningful, reflective conversation. When you speak with them you help boost performances by offering feedback and reviews. Here are the top five mistakes managers and HR professionals make while doing annual reviews:
Avoid General Comments
Managers should cite specific examples so the employee knows exactly what behaviors to repeat or change in the future. The feedback should be relevant and specific, with examples of both the good and the bad points. It’s important to acknowledge employee’s strengths, and if corrective action is needed in the future.
Establish a goal
Just as you need to let them know what they specifically did last year, managers need to be ready to communicate solid goals. Managers should set out the goals that they want to see in the upcoming year. Also cover the employee’s role as part of the collaborative team. Be clear in your communication of your expectations and what you want to see as a manager in the future.
Not providing solutions
Be clear and direct about issues. Fully explain what the issue is with their performance. And then provide solutions for those issue. Great leaders know that employees can’t read their mind. Providing solutions can help in two ways, employees will know exactly what is expected of them and the actions needed to reach those expectations. Keep your employees on track to get it done right, and keep them around to do more.
One-sided reviews
Be open to stepping back and listening to your employee as much as possible. Building a strong relationship with employees is part of leadership. A well-asked question is a powerful tool. Addressing issues head on will increase the likelihood that the goals and performance that you want from your employees will happen. Listen to your employee’s insight carefully.
Not having frequent reviews
Take a few minutes every few weeks to speak with and provide guidance. Formal performance evaluations have their place, but they’re just that – a formality. Anything and everything discussed during the review should be no surprise to either party. Additionally, an ongoing process puts the focus not only on achieving goals, but also achieving desired workplace behaviors. A set-it-and-forget-it approach, however, won’t get you the desired results. It’s easy for employees to be gung-ho about their work in January. Without reinforcement, that enthusiasm won’t last. After all, success is a moving target. You have to be able to quickly adjust your sights, or you’ll miss it.
Avoiding these common mistakes will make reviews productive and successful. Reviews should be time well spent to realign your company’s short term and long term goals.
