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Painless (relatively) peformance reviews: 4 keys

Jared Bilski
by Jared Bilski
December 4, 2009
1 minute read
  • SHARE ON

The effectiveness of performance reviews hinges as much — if not more — on what a manager does to prepare for it.

To get the most out of performance reviews, try following these four steps to track employees’ performance and behavior:

  1. Write out employees’ positive and negative behaviors. Tracking both the good and the bad will help to ensure you’re giving the employee a well-balanced review.
    Best Practice: Every few weeks or every month write down assignments and deadlines met or not met, any attempts to help the employee improve, any latenesses and/or absences, the employee’s responses to problems or questions, etc. (But be careful not to bring up any rumors, opinions, speculation, etc.)
  2. Make sure everything is dated. By dating everything you observe, it will be easier to spot patterns or trends.
  3. Steer away from any assumptions. Many managers run into problems when they cross the line and start making assumptions or trying to understand why employees are acting a certain way.
    Safe bet: Try to avoid any personal impressions you may have about the employee that is being reviewed.
  4. Keep track of any trends. Once patterns start manifesting themselves, put together a separate entry and document all of these instances together as a group.

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