work review tips
work review tips
1. Show your adaptability. One way to demonstrate this attribute is to become more proficient in the latest software or to attend seminars, webinars and courses. Explain how you’ve shown initiative to build your job skills.
8. Follow up – frequently. Ideally, you should conduct performance reviews more than once per year. If possible, schedule a time to revisit the issues you discussed with the employee a few months after the review so you can check in on their progress. At these meetings, be flexible; if a training program isn’t helping the employee meet goals, suggest a different approach.
Once you finish the grading process, set up a time to discuss your findings with each employee. It can be helpful to have a written copy of the evaluation to reference and keep your meeting on track. Be sure to deliver transparent feedback, with examples where appropriate, and allot enough time for the employee to ask questions or deliver feedback.
Mike Cox, president of Cox Innovations, spoke of a time when he was serving as an HR leader and had a colleague come to him with the decision to terminate an employee. Upon reviewing the employee’s performance evaluations, Cox could not see any evidence of poor performance or mistakes.
Performance reviews can be anxiety-inducing—and one of the best ways to reduce anxiety is to bring employees into the process early and involve them in the preparation and planning. Managers should work with each employee to create a clear, shared, and collaborative agenda with main points of discussion. Both parties should know exactly what to expect—there shouldn’t be any surprises!
- Easy-to-use tools that make regular performance conversations simple and effective
- Collaboration and transparency with a shared agenda template that is built together
- Ability to converse and take notes within 1-on-1s
- Ability to pull in important data like goal progress and feedback
- Best practice templates
- Custom template creation to fit your culture and team
In some organizations, these are called critical incident reports. Ask the employee to do the same so that together you develop a comprehensive look at the employee’s performance during the time period that your discussion covers.
If needed, practice approaches with your Human Resources staff, a colleague, or your manager. Jot notes with the main points of feedback. Include bullet points that clearly illustrate the point you plan to make to the employee. The more you can identify patterns and give examples, the better the employee will understand and be able to act upon the feedback.
Perform a self-assessment.
Consider your career objectives.