A periodic check-in between employers and employees can go a long way toward equipping your entire organization for success. Yet many companies struggle to make performance reviews work. It’s important to ensure that reviews are not simply a check-the-box exercise, but instead are meaningful, productive tools that position employees and leaders for success by setting level expectations, identifying and removing obstacles, and preventing performance problems.
Here are some insights into how to make mid-year performance reviews more effective for everyone involved.
(see part 2 of the article by clicking this link)
Remember, all the information in this blog post is published in good faith and for general information purpose only. I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals. The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter. Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.
Penny Horton | June 21, 2019
FIRST OF ALL, WHY MID-YEAR?
As an HR professional, I recommend regular check-ins as often as companies can do them. And mid-year is an especially good time to so do.
For many companies, June is the start of their fiscal year. For others, it’s the halfway point. Either way, mid-year is a good time to evaluate the progress an organization has made toward its existing goals and make any necessary adjustments. And because every employee plays a role in the organization’s success, mid-year performance reviews can be a powerful tool to produce long-term results.
BENEFITS OF A GREAT PERFORMANCE REVIEW PROCESS
While there’s no legal requirement that companies in Oklahoma must give performance reviews, an effective performance review process is an invaluable tool that companies benefit from. Here’s why:
- Leaders should track achievement at every level of the company.
Leaders often struggle to tie individual performance to specific key company objectives. After all, it may seem hard to identify how the receptionist contributes to the company’s goal of making $1.5 million in profits. It’s tough — but it’s important to find ways to do so, for both the company’s benefit and the employee’s benefit.
Establishing clear, measurable goals that work at the individual employee level can help leaders identify exactly what to keep track of. Effective tracking makes it easier to give feedback — which helps employees do their job better — which then enables the leader’s department to do better, making the leader and the company more successful.
- Effective feedback, even if constructive in nature, builds positive morale.
When done right, performance reviews equip everyone for success by providing clear goals that are simple to evaluate. By contrast, infrequent or ineffective reviews can lead to employee confusion and frustration — and can even drive high performers to leave.
- Employees can more easily stay on track in their role.
Most people want to be successful. They want to do a good job. But they need to know what “a good job” looks like — which is what thoughtful performance reviews accomplish.
Keep in mind:When employees don’t know what is expected of them, they will interpret job success in their own way. Unfortunately, their interpretation could be way off the mark. Even if they’re very good at what they think they should be doing, they may not be accomplishing what the business needs them to accomplish. Situations like this set up the employee for failure, and this in turn hurts the company.
- Reviews encourage employees to be more engaged in their jobs.
Engaged employees go above and beyond their duty without necessarily being asked. And one of the ways to get engaged employees is connecting what they do on a daily basis to the overall impact that the organization has. You do that through communication, goal setting, and feedback.
- Adjustments can be made in a timely fashion to ensure better overall performance.
Effective feedback involves more than just telling someone how they’re doing; it’s telling them quickly enough so they can do something about it when it matters most. If an employee’s work isn’t accomplishing what it should, it’s important to advise them immediately so they can make appropriate changes. At the same time, a conversation can be held to talk through ways to improve performance and ensure realistic goal-setting.
- Leaders can learn something too.
Performance reviews should allow the employee an opportunity to share their challenges and ask for their leader’s assistance in removing the obstacles that are preventing them from achieving success. A leader’s primary job is to help make sure his/her employees have what they need to do their job well. If you aren’t soliciting feedback from your employees, then you aren’t being as effective a leader as you could be.
Performance reviews don’t have to be complicated.
If your company is struggling to give effective, formal reviews, or if you’d like some help fine-tuning your performance reviews so they’re more productive, Who’s Your HR can help!
I’ll walk you through establishing and conducting a structured, clear, measurable performance review process that makes it easy for everyone — leaders and employees — to get involved and see results. To learn more, contact me today!
answerme@hrraw.com
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