Effective Ways to Conduct Performance Reviews for Employees

Effective Ways to Conduct Performance Review for Employees

September 23, 2021
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by Ragapriya Sridhar

Performance Review,

The performance review process is a great opportunity for employers as well as employees. To the employers, it is about the growth of the company. To the employees, it is about their personal and professional growth. Creating a powerful system benefits both the management and workforce, and it is a cycle. The higher an organization goes, the happier the employees become; the higher the employee engagement, the greater the growth of the company is.

What is Continuous Performance Management?
Set Clear Expectations
Continuous Check-Ins
360 Degree Feedback
Rewards and Recognition
Conclusion

What is Continuous Performance Management?

What do you need to keep your employees engaged and happy? To make them trust your performance reviews? A system that is robust enough to increase transparency, spread positivity, and enhance employee experience. The processes included in the system should promote collaboration and foster an open culture.

And so, every company needs a continuous performance management system to conduct an effective and fair employee performance review process.

The performance evaluation methods are usually stressful to the employees as well as the managers because of their inflexible nature. That’s why the companies are moving toward a more resilient and agile employee performance feedback system to create a collaborative workplace.

Combining the effective performance evaluation system with technology produces huge results for organizations as it engages the workforce. The companies are 21% more profitable according to reports.

Here are some effective ways to Conduct Performance Review for Employees

Set Clear Expectations

Your employees should know what the management expects out of them. They should not work with mist surrounding them, which implies that they should know ‘why they do a particular task,’ not just the task for the day. This approach improves their performance, and they get more involved in the journey toward the objective.

To set clear expectations, take the inputs of the employees in the goal setting process. Why? 1. They know more about the market being the frontline warriors. 2. They know what they are capable of. 3. They know even about your blind spots in the team.

Powerful goal-setting frameworks like OKR and SMART goals empower employees by holding them accountable for their responsibilities and giving them autonomy.

Continuous Check-ins

Continuous check ins are having regular conversations with your manager.

What are the benefits?

The awkwardness between the manager and team members goes off.
The managers get to know more about their team members.
If the employees have a concern that is affecting their performance, they will open up to the managers readily.
The managers can immediately take appropriate action on the employees’ concerns and maintain productivity.
The continuous check ins increase the employee engagement rate and improve the overall performance of the workforce.

So, why not try the revolutionized feedback method with performance management and engagement software like Synergita?

Finally, you can record and track the conversations and refer to them during the performance appraisal feedback session.

360 Degree Feedback

360 degree feedback system can help your workforce identify their strengths and weaknesses. Also, the mechanism helps the leaders to work on their leadership skills. The 360 degree feedback helps in creating a performance reviews process, where, apart from the manager’s feedback, peers’ and other stakeholders’ feedback is considered.

What are the benefits?

The performance evaluation process will be free from all manager biases.
Employees can improve their work behavior and work on their areas for improvement.
Organizations can identify the employees, who have the potential to lead, and nurture them.

Having peer-to-peer feedback frequently helps to conduct a fair performance appraisal process effectively. The employees will start trusting the process and focus more on improving their performance.

Review and Recognition

An employee, who exceeds the expectations of the manager, is rewarded after every project. How cool that would be! To the employee, all little things matter. The way they are treated at their company, the projects they work on, the learning they gain, etc. All the small things affect their well-being.

Therefore, preserving the mental health of the employees should also be the primary concern of the organizations. Employees should be satisfied and happy while working. The workforce will be exhilarated when the company acknowledges their hard work and rewards them. Synergita provides a customized award option to its users and has a digital wall, where the users can tag his/her peer and post an appreciation.

What rewards you can plan for your team members?

A thank you card or a mail.
A ride to the office.
A lunch party.
Recognition in front of all the office teams.
A gift coupon.
A raise or a bonus, if your budget permits.
A day off.

So, never use the excuse, ‘We do not have the budget to recognize the efforts of an employee.’

Remember, you can even keep it simple.

Conclusion

Performance reviews is a part of performance management. To conduct a performance reviews that focuses on development rather than compensation, you will have to revamp your performance management system or even introduce it, if required. This blog has told you the best practices in the industry to conduct the performance review process.

Implement them and leverage the power of technology to streamline your business operations. Then, see the results. You will be surprised. Your employee engagement and productivity would have increased like a rocket. Contact us to know about how to implement an effective performance management system at your organization.

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