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How To Improve Your Performance Reviews: Part II

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How To Improve Your Performance Reviews: Part II

  1. 1. Improving Performance Reviews: Part II by Jake Burgess In Part I, we started our review of the performance review, and now we’re wrapping up our evaluation of evaluations!
  2. 2. #4: Stop dictating goals
  3. 3. • Only 30% of employees surveyed by Gallup strongly agree that their manager involves them in goal setting. • This 30% are 3.6xmore likely to be engaged in their work and development than those with less-involved managers.
  4. 4. • Set specific goals mutually – both professional and personal. • Goal setting cannot be done without input from both sides.
  5. 5. Why do it? • Opening up the discussion makes employees feel more valued and their opinions more appreciated. • Multiple angles help to ensure goals are realistic and attainable.
  6. 6. #5: Offer to invest in shortcomings
  7. 7. • Managers forget it’s a real person on the other side of the desk. • By focusing too heavily on the process, managers can forget about the outcome. • Nothing during annual performance review should be a surprise. It should be about delivering honest, constructive feedback.
  8. 8. • Most staff find ‘standard’ tick box performance reviews very uncomfortable. • Some companies track poor performance in order to build an ‘airtight case’ to support an employee’s dismissal.
  9. 9. • During your performance conversation, you should take the time to discuss any shortcomings, weaker skills, or areas where you and the employee think they could improve. • Suggest training courses and opportunities to address skill gaps.
  10. 10. Why do it? • Reassures employees of the commitment to help them. • This not only motivates the employees, but helps in building a formidable team. • While reflecting, keep in mind the past year and the year to come.
  11. 11. #6: Ask the right questions
  12. 12. • A great employee evaluation survey is one which enables managers to provide actionable feedback. • Continuous feedback is pivotal for professional growth and the most useful feedback is derived from asking the most relevant questions.
  13. 13. • Asking questions goes both ways, however: During the review it’s imperative that the employee is given full scope to ask their own questions and voice their own concerns. • Book a long slot in a private meeting room so that doesn’t cramp critical conversations.
  14. 14. Why do it? Feedback is only as good as the questions that generate it. As an employer, your surveys must: • Get the most valuable information from each employee • Promote actionable discussions • Address all relevant personal and professional areas
  15. 15. Conclusion
  16. 16. • Well-executed performance review brings numerous benefits to both the company and the employee. • Well-handled reviews show employees the company cares about their development. • All of this offers strong motivation and a morale boost for employees, which means better productivity for the business.
  17. 17. Did You Know? Roughly 50% of employees say their leader rarely or never takes an active role in helping them to grow and develop. It’s not a coincidence that in America, the proportion of workers leaving their jobs voluntarily is at a 17-year high.
  18. 18. Read the full blog, then share your thoughts! How To Improve Your Performance Reviews: Part II
  19. 19. SoGoSurvey.com @SoGoSurvey

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