- With the three critical elements of performance review firmly in place, managers are now able to make the review process fair and productive for both the organization and the employee. To do so:
– Establish clear and results-oriented performance goals and objectives.
– Limit key performance expectations to six or fewer. This keeps the performance review process focused and easier to manage.
– Set out standards that describe performance that truly makes a contribution.
– Use a valid method of measuring employee performance that relates to the clearly established performance expectations.
– Rate the employee’s performance against the set standards and avoid issues that are not relevant to those expectations or standards.
Key Takeaways
- Great performance review skills are essential to becoming an effective and respected manager. The importance of being able to articulate and accurately measure actions necessary for doing a good job cannot be overstated. As a performance management tool, performance review skills directly impact an employee’s self-esteem, motivation, commitment, confidence, loyalty and personal success. Setting clear performance expectations, establishing well-defined acceptable performance standards and having clearly defined performance measures are critical to being an effective manager. The review process then becomes productive and equitable.