Just about everyone hates performance reviews, so why would the Wily Manager guys suggest that they get done twice a year? As it turns out, while they always require effort, they can be both effective and reasonably painless when done properly. Join us this week to learn more.
Monday’s Tip: This is a listening exercise. As a supervisor, if you find yourself doing most of the talking during a Mid Year Performance Review, you’re doing it wrong. It should be a discussion, which requires good listening skills.
Tuesday’s Tip: Have the employee do a self-assessment. The employee should have some responsibility for this process as well. The best way to ensure this, is to have them prepare to the same level that you, as the supervisor must.
Wednesday’s Tip: Do a “Retention Interview”. This is an opportunity to assess how likely your people may be to be leaving the organization. Don’t wait until the exit interview to gather this feedback.
Thursday’s Tip: Use data and specific examples to assess performance. Don’t say, “this employee is lazy”. You need to offer specific examples, and data where possible to support such statements.
Friday’s Tip: Be honest and forthright. Don’t degrade and disrespect an employee, but also don’t be too polite. An honest and direct discussion will yield much better results.