The True Meaning Of Employee Performance Reviews… And How To Get The Most Out Of Them.
Most trade business owners cringe at the mention of ‘Performance Reviews’… because in the employee’s mind, a review equal a pay rise.
Whilst this is true in some cases, conducting performance reviews can also be a good opportunity to let staff know they are not performing to standard, so they have the chance to ‘up’ their game!
Whatever the case, you need to PREPARE for each review to ensure you’re making the most out of your time, and can get the best result from your employee.
Be well-prepared before the performance review
At the end of the day, you’re spending your time preparing for (and hosting) the review, so you want to get the most out it!
Business owners often create an evaluation form only and conduct an improvised performance review. Not only can this result in key points being missed, but your employee will see straight through it, causing them to feel undervalued.
To prepare, make sure you’ve got your thoughts, key points (feedback and what can be improved), evaluation and steps of action in place before going into the review.
Be mindful of the words and phrases that you’re using
The goal of a performance review is to make the employee become aware of how they’re performing whether or not they are amazing, or not so great. But in a way that doesn’t discourage them or cause them to think negatively about yourself or the business!
Ideally, you should be able to encourage the employee to improve their performance while discussing their unproductive habits using the right words and phrases.
Use positive language as much as possible. For example, you could say “you’re doing a great job on X task; however, I’m confident that with steps of action, we can work together towards you improving on Y task.”
As you can observe, the use of empowering language, and reinforcing the notion that you’re there to support the employee, keeps the tone of the conversation positive.
Be specific with your feedback
Avoid vague words such as “never” or “always” since it can create confusion. Saying something like “you never submit the reports on time”, can make the employee defensive and discouraged since it seems like he/she never does anything right.
Being specific, for example “you didn’t submit the reports on time on X and Y date”, ensures that you’ve done your research about the employee and allows you to be justifiable with your corrections.
Get feedback from other staff
Aside from your own assessment, you should also get feedback from other employees. Ask an employee’s supervisor and co-workers to gain more knowledge about their performance. You can request the employee’s supervisor and co-workers to answer a peer performance evaluation sheet. This is a great way to know more about the work attitude and behaviour of the employee.
As we’re nearing the end of 2018… you may wish to start of 2019 with employee performance reviews. Using the tips above, you can ensure that you’re prepared and can make sure EVERYONE is on the same page and ready for an AWESOME year ahead!
Interested in other Trade Business Tips to ensure your 2019 is an awesome year?
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