The very notion of a regular employee performance review induces uncomfortable feeelings in many managers. The review process need, however, not be unpleasant or even only formal as it is often the case. If you learn to use it properly, you will gain an ideal opportunity to support your best performing subordinates and constructively improve those less performing. You can build better and closer relations that way. How to do it?
Start with a summary of the interview's agenda
Start the interview by summarizing how the interview will be going on to the employee being evaluated. The employee will then be less nervous about what to expect.
Follow up by asking how the employee feels about the work in your company
Set the dialog so that he/she could express what he/she is doing, what he/she enjoys the most and where he/she finds some shortcomings.
Give specific positive feedback first
First, focus your evaluation on what the employee does well. Give specific examples. This way, you will clearly show that you notice the work of your people and you know how to praise it. Let any criticism for the second step.
Remember that everyone can improve
Even the most talented employees should work on themselves. Even if you do not have anything to criticize, do not end the evaluation by saying that they are excellent. Focus on the knowledge and skills they should develop in order to achieve their future profesiional roles.
Identify future expectations
Talk to the employees about what you plan for him/her in the future and what projects he/she could be involved in. Then, consider what still needs to be improved.
Finally let some space for questions and a summary of future plans
Ask how the employee feels in your team, what suits him/her and what should in turn be changed. Ask about his/her career goals and future plans closely. Each employee's view will help you find ways to increase productivity and satisfaction of your team.
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