Review of employee performance
In this post, you can ref useful information about review of employee performance. You can ref more materials for review of employee performance such as: performance review methods, performance review forms… at the end of this post.
I. Contents of review of employee performance
Evaluating employee performance is not an exercise for large companies only. Small business owners can find value in periodically assessing staff, even if they have only one employee. A written performance review can motivate employees to continue working at a satisfactory level, inspire them to reach higher goals and aid them in areas where they need improvement. Meeting regularly with an employee about job standards expectations allows questions or misunderstandings to be aired and shows you care about the success of your staff.
Lists Job Duties
Employees perform best when they’re aware of what you expect them to do. You must also be aware of an employee’s duties to fairly evaluate the person performing them. Before hiring or evaluating any employee, examine the job description and create a list detailing the position’s duties. Start your list with the most important and time-consuming tasks. It may not be possible to enumerate every duty, especially for a busy employee of a small work team, but a comprehensive list forms the strongest basis for an accurate performance review.
Shortly after an employee starts working for your business or prior to any evaluation, present a performance plan to follow. It should contain the job duties and your expectations of how they’re to be performed. Be as specific as possible, such as “answer the phone by the third ring” or “submit reports by the first of the month.” Discuss the plan, obtain a signature and give your employee a copy for future reference. Detailed standards help your staff members understand not only the duties to perform but how to accomplish them.
Requires Ongoing Documentation
Performance reviews given regularly, such as once a year or more often, require managers to document accomplishments and issues needing to be addressed. In essence, you’re evaluating the employee’s performance throughout the rating period, not just when it’s time to write the review. The review itself shouldn’t come as a surprise to employees with hands-on managers. Throughout the evaluation period, your encouragement on jobs well done and correction on solving problems will provide a firm basis for a fair and accurate performance review. Your active presence clues you in on the actual work that’s being done and lets workers know you’re involved with helping them meet the standards you established. In this way, you’ll have a clear view of the employee in action, and the employee will view the performance review as guidance rather than punishment.
Encourages Review Meetings
Placing employees on a performance plan requires you to meet with them regularly to give a written review. If you aren’t committed to this type of program, you may not be motivated to formally discuss the employee’s performance. Allowing time to lapse without feedback and confirmation from you can make your employees wonder if their jobs are secure and feel uncertain about the quality of their work. A relevant, up-to-date performance review objectively evaluates employee performance against the established standards and places the document in the permanent personnel file. Once employees know what they do well and where they need to improve, directing their progress should result in increased productivity and higher morale.
Establishes Future Goals
Setting goals is an important aspect of managing employees. Performance reviews not only evaluate how well standards and expectations were met in the past, but establish objectives for future growth in the position and within your company. Let the employee discuss her own goals and issues with the company, and be proactive in responding. Writing down details about how an employee expects to advance or improve requires you to follow up throughout the next rating period with advice and encouragement. You may even schedule your employee for training or enrichment courses. Evaluating an employee’s performance isn’t over when the review is signed at the meeting. Measuring competency is an ongoing activity to ensure your employees advance as your business grows.
II. Useful materials for review of employee performance
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
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