It’s almost January and that time of year when thoughts turn to upcoming goals and projects for the new year, including performance reviews. Whether performance reviews are presented for all employees in the month of January or through the year around employee anniversary dates, it can feel like a daunting process.
An effective performance review informs the employee of whether the employer is satisfied with their performance. It can also be used as a tool to help to correct employee behavior, motivate employees, and set employee goals.
While not required under state or federal law, it is recommended that employers evaluate employees’ work performance on a regular basis and provide their employees with written feedback regarding their job performance.
Consider the following if performance reviews are to be conducted:
- Evaluate all employees in your workgroup;
- Conduct formal performance reviews on a consistent basis for all employees (i.e. annually, semi-annually);
- Give employees feedback as issues with their performance arise and “touch base” with the employees regarding their performance throughout the year;
- Ensure the written performance review is as detailed as possible and accurately reflects the employee's on-the-job performance;
- Be fair in assessing the employee – don’t let personal biases affect the performance review; and
- The performance review document should be signed and placed in the employee file.
Performance reviews can be stressful to present and receive. We hope these tips can make the process a little easier. For additional tips and guidance on performance management, reach out to your FrankAdvice HR Consultant.