Employee Performance Reviews

You have to do them. You have to do them on time. You have to be honest and constructive.

There are a number of goals for reviews:

• Have better employees
• Make sure employees and managers understand each other's views on the employees performance
• Provide a basis for compensation and promotion purposes

The first goal of having better employees should be your primary goal. This is where you help employees understand areas in which they to improve and this is where you encourage good behavior that you want them to continue. This is where you document issues that may be a basis for managing unproductive employees from your company. This is where you help your company and the universe by telling your employees the truth.

I have had situations where employees have thanked me for being the first person who was honest with them. Some of those employees used these reviews as a turning point in their careers and in their lives.

Here are some basics for reviews:

• Keep reviews concise. It is easy to lose track of what is important in long reviews.
• Use examples. Do not bring up generalities. If you cannot find an example, skip the comment (good or bad).
• Get employee input. It is important to understand and discuss the difference in your perceptions about your employees performance.
• Get outside input. Make sure to understand whether an issue or strength is only recognized by you or is seen by others.
• Make sure that a review is not used as the first time you bring up an issue with an employee. You need to have regular discussions throughout the year.

Take reviews seriously. Remember when you were an individual contributor. Take care in producing them. Respect your employee by completing them on time. Reviews become the basis for discussions about compensation and promotions so they hit your employees in their pocket books. They also become a matter of self-esteem. Do not underestimate their impact.

Do valuable reviews. Make your team better.

More later ...