Any time of the year is not as exciting for employees as of February. This is the time when almost every organization reviews its employees’ performance of the previous year. Log-in and log-out time, system login, attendance, leaves taken, interaction with teammates, knowledge upgrade, skill-set improvement, etc. gets monitored and accordingly, managers come to a conclusion as to what percentage of hike should they give on their team member’s present drawn salary. Individual performance reviews help supervisors feel more honest in their relationships with their subordinates and feel better about themselves in their supervisorial roles. Subordinates are assured clear understanding of what’s expected from them, their own personal strengths and areas for development and a solid sense of their relationship with their supervisor and work on their Key Performance Areas and Key Performance Indicators.
3 points to be kept in mind for better performance review.
Keep company goals at par with employee expectations
While in the past years, professionals expected offices which are good looking and with the best infrastructure, conveyance ,yearly bonus; the present time employees demand a work-life balance, with a reasonable number of leaves. This requires employee-manager engagement, which touches upon a team’s and employee’s overarching goals. Managers should set goals, scores for their employees and set rules to achieve the goals, and put them in front of their employees. Day-to-day assignment strategy may not be easy.
Evaluation based on the core values of the management
The relationship between the management and the employees is just like any other relationship, which is based on pure give and takes. The basic fundamentals are: If none of the parties feels valued, chances are it will look out for returns elsewhere. As a manager, set your expectations of your team members and mention the same to them. The Absence of core values in your team may not help you to prepare a healthy and productive culture which counts in people’s responsibility towards their work with little to no supervision. Segregate the leanings you have of the traits of successful employees from unsuccessful employees. If you understand your company’s core values, look for candidates who embody them and identify some in your team who stand for those values.
Weekly work feedback should be given on the first day of the next week. Weekly surveys are done where they are being asked for their feedback on the company by their manager and not their boss. Regular meetings should clear the air and bring up issues creeping up in your teams you may not be aware of. A one-on-one and all-member meeting can be useful in addressing the issues, questioning, suggesting and publicly recognizing the contributions of the team members.
Appreciation at work, in front of others, for work or non-work related factors can fuel confidence in your employees and uplift their performance. Skills and attitude are not same, but the combination of both makes a perfect employee. Know when to modify your employee performance reviews based on what your employees are both in nature and at work. Do anything in your capacity as a manager to bring positive employees on board.