In this post, you can ref useful information about completing a performance review. You can ref more materials for completing a performance review such as: performance review methods, performance review forms…
Employee evaluations are tough on everyone, including managers, and anxiety gets compounded when you’re not familiar with conducting performance reviews. Many small business owners are management novices, and delivering critical feedback feels alien. If you want to move your business forward, get used to the process. By being prepared, you can limit stress and make the most of performance reviews.
Develop the Form
At the beginning of the year, develop the performance appraisal form that you’ll use at year-end. Base it on your business goals at the time. For example, if you hired a marketing person to work on your branding, list criteria related to that job function — creativity, initiative, project management skills and teamwork are some important ones. Develop a rating scale, and give clear examples of what the employee needs to do to earn a top score. If your top rating is “5 – Outstanding,” behaviors deserving of a high score in initiative could include “staying later as needed without being asked,” and “proposing new marketing projects to management.” Include these examples in a box, next to the skill being evaluated. Give the employee a copy, and keep one for yourself.
Completed Section Examples
Take notes on the employee’s performance throughout the year, using your form as your guide. That way, you avoid the temptation to base your final evaluation on criteria that the person didn’t know about, which is an unfair approach to performance reviews. Use your notes to assign ratings and write comments. For example, if the employee always met deadlines, that’s a sign of “4 – Excellent” project management, while always finishing work before deadlines shows “5 – Outstanding” project management. In the comments section, include your justifications and areas for improvement: “Needed guidance on keeping track of many projects – used a spreadsheet developed by a coworker – but always met expectations when it came to deadlines. Areas for improvement – approach manager when unsure about priorities.”
Get Employee Feedback
Before you meet, get the person to fill out their own self-evaluation. Your performance review meeting should be about comparing scores and finding common ground. Give the employee a few days before the meeting to think about her performance and fill out the form. Then, when you meet to discuss her progress, make notes and changes on your copy of the form, based on your discussion. Staple the two sheets together.
Performance Development Plan
After you and your employee have agreed on the evaluation, discuss the next year’s goals with the person and how you think those goals relate to the worker’s own professional development. For example, “Now that we have our brand well-established, I’d like to work on our social media marketing strategy. That means learning more about social media, and immersing yourself in the social media space, will be important for you.” Write these comments in a professional development section of the feedback form, and ask the employee to come up with some personal goals based on your comments, such as attending seminars and doing research on small business Internet marketing. Sign off on these goals at a later meeting.