The Approaches to an Employee Review

An employee review is a way for a company to provide feedback to the people who make it work. They are a tool for managers to lead their employees, instill a sense of job satisfaction, provide pay increases, and correct performance deficiencies. There are several approaches to conducting a successful employee review and they are important for the well-being and continued success of your employees.

Periodic Versus Annually

This is probably the most common sense approach to an employee review. The idea is to conduct periodic reviews as opposed to only doing them annually. The problem with one annual review is that for some employees it is a surprise. For example, an employee may have difficulty making effective presentations. Without a periodic review before the annual review, the employee might think that everything is okay. Then, when the annual review is presented the employee is totally surprised when this problem is noted on it.

Periodic reviews are sometimes done quarterly and semi-annually so that the employee has time to correct any shortcomings. It might be more work for the supervisor but in the long run, the employee appreciates that the supervisor took the time to foster an environment of success instead of failure.

Be Honest with Tact

Oftentimes, an employee review is just an inflated conglomeration of half-truths. This is because managers who give the reviews are either afraid of confrontation or indifferent to the whole review process. This is another reason why periodic reviews are more beneficial. Periodic reviews could mean there is less work for the manager to do at the annual meeting because there is documentation about the entire year.

To be honest with tact means being sensitive to the other person’s feelings and need for dignity while telling that person the difficult truth. Using the right degree of tact, a manager can oftentimes avoid negative confrontation while at the same time convincing the employee as to what needs to be changed.

Look to the Future

An employee likes to have an idea that there is a place for him or her with the company in the future. Although no company can realistically make that promise with the condition of today’s economy, the future should be discussed. This means discussing with the employee educational opportunities to build skills, future project opportunities, and the employee’s career path.

Allow the Employee to Contribute

An employee review should never be one sided where you as the manager do all the speaking. The manager should solicit input as to what is most important to the employee. When employees’ opinions are valued, it fosters and environment where there is a greater potential for job satisfaction which makes for a better performing employee.

Consistency is Crucial

Managers will find that both positive and negative information can be presented with an employee review without much adverse response if it is all presented consistently. Initially, employees should know what is expected of them (the standard). Then, an employee review should point out if the employee’s performance met or exceeded the standard. If it did not meet the standard, feedback, as well as input from the employee, should be given to help the employee meet it in the future. If performance exceeded the standard, then appropriate recognition should be given to inspire the employee to continue.