Many managers tend to procrastinate when it comes to employee performance reviews. Yet delayed feedback can cause significant harm and adversely affect the level of employee engagement. A performance review is something like a rudder which can re-direct and guide an employee in the future. Failure to provide feedback may result in employees continuing on a course that leads nowhere. If employees receive positive feedback, they feel better at the company, their engagement is reinforced and they will put maximum effort into their work. Sloppy reviews are bad as well because they can leave employees feeling disappointed and resentful.
Do you need to tackle overdue performance reviews? Here are some tips on how not to compound various issues – or simply how to do things right. The entrepreneur.com website offers the following advice:
1. Decide what you want to communicate
A key objective of every performance review is to help employees understand where there is still room for improvement and what could be done better. Offer assistance with removing possible obstacles and confirm which of their skills and contributions are valued by the team.
2. Simplify the process
First, establish a trust-based relationship. Clearly express specific feedback about what they are doing right and what could be done better. Directly and honestly define requirements and also the possible consequences of failure in meeting expectations. Document all relevant areas of accountability – write them down, print them or otherwise provide a copy of them to the employee being reviewed.
3. Find the time and be honest
Not enough time, are you saying? Well, that says less about your workload than it does about your priorities as a leader. Or rather, what your priorities are not - for development and good management should be priorities. If you do not evaluate your subordinates’ work, they will tacitly interpret various unspoken signals and draw their own conclusions. And if you say that you do not have time to do the review now, it might be interpreted as a lack of interest or respect from your side. Be honest and open even when the feedback may be really hard to deliver. Tell things how they are because in the long-term this is the best approach.
-jk-