Performance reviews are typically not a popular activity among employers and their employees. If they’re conducted haphazardly or without goals, performance reviews can quickly divulge into a rather awkward meeting. A structured performance review centered around goals not only dissipates unease, it helps employees see how their role contributes to the growth and success of their organization.
Additionally, documenting performance reviews and employee goals ensures that the employee, supervisor, and HR staff are on the same page about what an employee is expected to contribute when they come to work.
Let’s examine five goals which will help you conduct a productive employee performance review.
1. Clearly outline expected contributions
Start the performance review by reviewing what the employee’s role is within the organization. What are they required to perform on a daily, weekly, and quarterly basis? By outlining an employee’s expected responsibilities, you should attempt to inspire a high level of quality and quantity in the work they produce.
2. Demonstrate how the employee will continue to develop over time
Employee performance reviews are opportune times to discuss employee development and improvement, meaning: how will the organization help in the employee’s development and growth during their tenure? Are there future projects they should be included on? Perhaps there’s a skill they should focus on learning to improve the strength of the team. Writing down these goals during a performance review increases the odds of an employee taking the steps to actualize them.
3. Document that the employee understands their role within the organization
In the event that an employee is not succeeding in their job performance, the performance review evaluation provides clear documentation that an employee understands what is expected of them when they show up to work. Documented goals and requirements provide ethical and visible evidence that the employee was actively informed and involved in understanding the requirements of their job. Your company’s onboarding process should make their requirements clear, but if it didn’t know is the time to clear it up.
These goals provide a platform for a supervisor to go into detail about what an employee is failing to accomplish. Such feedback can be used to develop a performance action plan or as evidence for disciplinary action.
4. Determine if a numeric system is right for your organization
Ranking employees by a numeric system is not for everyone, but it does provide a quick and clear method of how an employee is performing at work. There is a lot to be said about ranking employees (which are people, after all) by a number, but I’ll leave it to Kevin Malone.
5. Goal-based performance reviews provide evidence of non-discriminatory recognition
Performance reviews are often used to evaluate an employee for a raise or promotion. By setting a goal around performance and documenting it, your evaluation process showcases evidence of non-discriminatory pay and promotion practices. This is rather critical for supervisors as it establishes a consistent and non-discriminatory basis for promoting employees and increasing their salary or hourly rate.
Are you ready to enhance employee engagement? Dominion’s Performance Reviews product provides modern employee management fully equipped to administer your reviews and set employee goals. Request a quote today to find out more!