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Performance Review for the employer and employee

Written by: Talyn McArthur

Article Overview: Performance Review for the reviewer and the "reviewee"

Performance Review for the employer and employee

Performance Review

"The first duty of a human being is to assume the right functional relationship to society -- more briefly, to find your real job, and do it." by Charlotte Perkins Gilman

It is amazing, no matter how qualified we are at our jobs, most of could use help in learning how to conduct or prepare for Performance Reviews. The goal of this article is to explore the ways that an employee can prepare for being reviewed or an employer can respectfully evaluate an employee.

I recently met a seasoned Human Resource Manager who is a change agent and we explored the topic of Performance Review. Linda Cope is a HR professional with over 20 years experience. She specializes in leading organizational change, working with both leaders and individuals to ensure successful migration to "new beginnings".

Knowing how to participate in a Performance Review can be a new beginning, equipping us with a necessary work tool and ultimately life tool. The ability to give or hear constructive feedback, and the ability to be unbiased in evaluating one's skills and contribution; can prove to be assets in our attitude in life. It is important for all parties involved to approach the review with this mindset: People perform best when their goals are clear, when they receive ongoing feedback and when they are supported in being successful.

Here are some ways to have a positive Performance Review:

Do's for Assessors

• Conduct the review based on agreed upon and understood expectations and behaviours. Performance should be compared to goals, behaviours, objectives and results that are
  
  

pre-established for that individual or job function.

• Provide opportunity for the individual to assess themselves and help them
  
  

identify training/development opportunities

• Have specific feedback
  
  
• Provide a way to identify both positive performance/results and sub-optimal performance/results
  
  

Don't for Assessors

• No surprises: Positive feedback should be consistent throughout the year and constructive feedback should be given at the time the situation warrants it
  
  
• Be punctual and don't rush the annual assessment. This is an opportunity for you and
  
  

your employee to refocus on your relationship, goals and development. The

employee should leave the review feeling valued, supported and focused

• Don't compare one employee's performance to other employee's.
  
  

Do's for the Employee

• Be prepared for the annual review. Review your last year's goals and
  
  

objectives and provide feedback to your assessor on your performance. Research

potential development opportunities that could close your development gaps and be

prepared to discuss at your annual performance review.

• Provide specific examples where you have met or exceeded expectations. Don't assume your assessor knows everything you do and knows all your successes. Provide feedback on a regular basis so your assessor knows how you are progressing against expectations and can support your continued success.
  
  
• Be honest with yourself about your development needs.
  
  
• Be open to feedback. If you don't know what to improve, how will you get any better?
  
  
• Ask for what you need and be specific about what support "looks" like for you
  
  

Don'ts for the Employee

• It is important to know what is expected of you and to perform to the best of your ability.
  
  

If you are not performing to your optimum, ask for help. Be responsible and don't blame

lack of performance on anyone else.

• Don't be nervous: Take a deep breath and remember...you have a choice on how you take the feedback and what you do with it. Look at it as a gift and be thankful that someone values you enough to be honest.
  
  
• Don't take constructive feedback unduly to heart. Your assessor is trying to help you improve your performance. Providing constructive performance feedback is difficult to do and very few supervisors are good at it. It's difficult to hear constructive feedback if you are on the receiving end. If your supervisor is showing care and respect when giving you constructive feedback, it's because they value you and want you to succeed. It's easy
  
  

to respond emotionally.

Remember Employee performance reviews are an opportunity to re-enforce positive performance and re-energize the performer. They are also an opportunity to re-view existing goals and expectations and revise if required. If goals and performance expectations are not being met, the performance discussion should identify what the key barriers are and both parties should develop a plan to ensure performance expectations will be met.

The plan could include training, development, revised goals, increased staff support, time-line changes etc. Performance discussions should take place on a regular basis. The annual performance review should hold no surprises for either party.

Related Articles
  Building Training Goals into Employee Reviews
  How to Deal: Performance Reviews
  5 Fundamentals of a Well-Drafted Employment Handbook
  If You Haven’t Already, STOP Doing Annual Performance Reviews
  Performance Review Disagreements

Article Tags: assets, attitude, briefly, charlotte perkins gilman, constructive feedback, cope, functional relationship, hr professional, human resource manager, leading organizational change, life tool, migration, mindset, nbsp, new beginnings, span style, style text, text decoration, ul, work tool



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