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Best Practices for Performance Review

One of the greatest challenges for companies in regards to their employees is the performance review process. Employees are evaluated on their performance of assigned job responsibilities, receiving feedback on areas they are doing well in as well as any areas that may need improvement. Reviews are used as a key component for career development, encouraging employees to work harder, reach higher and set attainable goals for the future.

Performance reviews can be a very helpful tool for both the business and the employee when done properly. A major problem with performance reviews is that often times they don’t accomplish what they set out to, leading to stress for both the employee and the employer. It may be difficult to know how to go about overhauling or tweaking your performance review process.

When giving a performance review, you must consider what your organization seeks to accomplish by completing the process. The following are a few of the best practices in regards to achieving beneficial performance reviews:

  • Employee performance reviews must be tied to business objectives. If your employees are consistently receiving high performance scores, but the business is not meeting its goals, then you may need to tweak your process.
  • Plan review performance dates strategically. As listed above, performance reviews should be tied to business objectives; therefore, you should align the performance review schedule with the company’s annual cycle instead of an irrelevant date, such as the anniversary of employment. Employees can be better evaluated after reviewing how the business as a whole performed during the fiscal calendar year.
  • Remember that the review process is always about the employee. As an employer, you must be direct in providing feedback. Be completely open and honest. Employees need to understand what they are doing well and what they can improve upon in order to set personal goals. There should be no question as to what is expected of them before their next performance review.
  • Performance review forms should only be used for a maximum of five years. Businesses are constantly changing and evolving, so it only makes sense for the performance review form to evolve too in order to achieve maximum efficiency.

If you would like to develop a more effective performance review process, consider the expert services of WageWatch. Using performance review data, we can help you to establish a budget for your company through the use of salaries surveys, compensation surveys and other data. With over a decade of experience working with industry associations and employer groups, we have the expertise to provide your business with online benefit, wage and compensation surveys. To learn more about how WageWatch can help you, please call 480-237-6130 or contact us online.

This entry was posted on Thursday, December 27th, 2012 at 9:30 AM and is filed under Benefits & Compensation. You can follow any responses to this entry through the RSS 2.0 feed. Comments are currently closed, but you can trackback from your own site.