3 Key Steps Prior to the Next Cycle of Performance Reviews

Both managers and employees need employee meetings, if not so that they have a direct impact on the business, then at least so that both parties are satisfied. In order for the employees to perform better, they must first know where the shoe presses, before they are criticized for poor performance. Staff meetings help to regulate this growth system so that you get the most out of the whole process.

For many organizations, employee interviews are more or less a formality, but there are clear indicators that the current method of employee interviews is not quite living up to expectations. Fewer than 30% of organizations believe that their performance management program is performance enhancing at all. That's why there is an abundance of articles advising companies to scrap the idea of employee interviews rather than update a very outdated process. What these organizations do not know is that companies that introduce regular and frequent staff meetings have 15% lower turnover. The process of employee interviews must be renewed, but this cannot happen without a springboard to start with.

Put the list high

The preparations for the employee interview can be decisive for whether it is successful or unsuccessful. One in five employees believes that the manager is not well enough prepared for the employee interview. Part of the preparation consists of ensuring that the employees understand the evaluation process. Before the employee interview, you should give the employees an overview of what they are expected to achieve, and what they will be evaluated on during the interview. It is important to define the following before the employee interview, so that the employees are aware of what the process entails:

• What are the expectations between employee interviews?
• How will the performance be evaluated?
• What are the consequences of good and bad performance?

Employee interviews are often misunderstood by the employees. They are often seen as a dreaded formality, and one of the biggest problems is that they do not know what is expected of them. It is your job to ensure that employees understand how their work affects the organization today, but also how they can create value in the future.

Employee participation

Communication is the very basis for a productive working environment and good relationships in the team. Employee interviews are not one-sided, or at least they shouldn't be. The dialogue between the manager and the employee is invaluable for the employee interview to be successful. All too often it becomes a situation where the management talks to the employees instead of creating a communication-oriented atmosphere.

Today's workforce is highly collaborative. This also applies to employee interviews. Employees will have a role in their employee conversations, they will work toward a common goal of solving performance issues or communicating why they felt they did well during the last quarter.

Employee interviews are not just about identifying blind spots. It is also an opportunity to highlight what is good. If you're not offering balanced evaluations, you're not maximizing the evaluation's potential to inspire team performance.

Include technology

Although this relationship forms the basis of the employee conversation, it does not mean that technology cannot play a role. In the same way that it can automate the hiring process, it can also make it easier for you as a manager to take care of the day-to-day tasks. A performance management system can help you follow your employees' development from one evaluation to another. In fact, 30% of HR employees believe that performance management has the highest priority in the company.

Many organizations already use a performance management system, but the software they bought ten years ago no longer quite measures up. Companies are beginning to realize the need to change their current processes in line with the changes in the workforce. Larger organizations are particularly ready for this change, as a full 29% of them have had a performance management system for more than 7 years. With ineffective and outdated systems, it is natural to believe that employee interviews will be equally ineffective and unappreciated.

After all, the goal of development interviews is to achieve a more meaningful result, i.e. better performance of the employees. In order for the employees to get the most out of the employee interview, it is important that they have a role in the interview. Instead of being a flat solution to problems, a good and effective employee interview is multidimensional and includes both successes, problems and the employees' goals.

In summary, redefining the employee interview process is imperative for organizational success. By prioritizing preparation, fostering employee participation, and leveraging technology, IceHrm guides you towards more effective and meaningful performance reviews.