Even though managers understand the importance of the annual performance review, many make the same mistakes – year after year.
Here’s help avoiding three of the most common performance review mistakes:
1. Looking too far back in the past. In many cases, the performance review comes during a time when its too late to provide feedback on specific issues. Instead of waiting until the annual review to address specifics, make it a point to check in with employees on a weekly basis. Be sure to ask them what is – and what isn’t – working. This will allow you to focus on major issues and trends during the annual review.
2. Not letting employees speak up. Because managers are in charge of running the review, it’s easy for them to make the mistake of monopolizing the conversation. The performance review is a great forum to get important info from employees. One way: Ask the employee to rate his or her own performance.
3. Relying too heavily on rewards. It’s important to reward employees for a job well done. But many supervisors make the mistake offering praise – without tying it to something specific that the employee accomplished.
Raises, bonuses or any other type of reward should be the result of some specific target or objective that was hit. On the other end of the spectrum, it’s just as important to offer constructive criticism if someone fails to hit certain marks throughout the year.