Fast Track to Effective Performance Reviews for Managers

77% of HR managers believe that employee interviews do not give a correct picture of the employees' performance. Nevertheless, there is a correct way to carry them out to get the most out of the process. In addition to how you give continuous feedback to employees throughout the year, it is at least as important how you conduct the employee interview itself. And it all starts with planning.

Take all of these discussions and the feedback that comes with each one as a starting point, and combine them into one big, formal conversation to acknowledge goals and progress. Not sure where to start? Follow these five steps to get on the right track:

1. Why Are We Here Again?

Of course, you already know that the point of the meeting is to give a review of the employee's performance. But it is also important to think a little deeper than that. What do you want the employee to take away from this meeting? Whether it's about improved goals, a way to correct some mistakes or to start working on improving an old process, as a manager you need to understand and consider what the ultimate goal of the employee interview is.

2. What's on the Agenda?

In the same way that you expect the employee to be prepared for the employee interview, you should be as well. It is a good idea to have a short chat before the actual interview to inform the employee about the most important topics to be covered during the more formal interview. Find out what the employee's goals are, and be ready to offer input during the conversation. Remember that communication and conversations go both ways. You should be as committed as the employee.

3. Prepare to be a Negative Nancy... Or Confrontative Carrie

This is probably what staff meetings are best known for - discussing both the negative and the positive. But there is no need to worry! The employees will be happy to hear the feedback, even if it may affect the ego. The Harvard Business Review has found that 57% of employees actually prefer corrective feedback. Additionally, 72% of employees said they believed their performance would improve if their managers provided this type of corrective feedback. You want to do a better job, right? This is where it can get tough, but it's worth it in the end.

After discussing the employee's challenges and successes, you should work with the employee to find out what he or she can do differently if necessary. It's not productive if you give all this feedback but don't offer any constructive ways to improve. Do you have another employee who may be going through the same problems? This can also help you prepare for the same conversation in the future. At this point, it is important to remember that it is better to give corrective feedback than outright negativity. Translation? Offer a solution.

4. Wrap it all Up (With a Nice Bow)!

Now it's time to summarize! It is likely that many things were discussed during the review, and the mind can become cluttered trying to take in all the information. Gather everything together and remember to review the main points. It could be, for example, what the employee needs to work on, any new goals/tasks and perhaps even repeating the answers to some of the questions, so that the employee has a good understanding. In this way, you can also make sure that you have said everything you needed to say. Going over the details one more time puts the finishing touches on the whole situation.

Finally, before they leave, ask them to give you feedback on the employee interview. Again, this should be a two-way conversation. What do they think you can improve? Note it and use it next time!

In conclusion, mastering rapid performance reviews involves strategic planning, open communication, and a balance of constructive feedback. Following these steps ensures managers can effectively guide employees toward improvement and success, reinforcing a positive work culture. IceHrm's performance review software streamlines and enhances this essential managerial process.