Make Performance Reviews Matter
managers dread conducting performance reviews. The meetings are supposed to help employees identify where they can improve, but the gatherings frequently do little more than waste precious time. This is largely due to inefficient planning and poor feedback.
The primary objective of every performance review should be to show workers where they’ve been successful and how they’ve been struggling in recent months. A key aspect of project management is ensuring that your contributors understand how they can help the team achieve its objectives. Below is a look at three strategies to ensure that your performance reviews matter.
Don’t schedule regular reviews
Some managers schedule regular performance reviews. For instance, one supervisor might want to sit down with a staff member every six months to discuss challenges and concerns. At first glance, this seems like an effective approach as it allows leaders to see how workers are progressing and feeling.
However, this approach can be a hindrance as reviews might not always come at the most appropriate times. If employees have produced average projects on time and there have been no issues, there’s no need to go over the last few months.
You might consider only scheduling reviews when team members seem to be thriving or struggling. Carefully monitor the entire staff to discover which contributors need to speak about recent challenges and which ones want to talk about their success. Ultimately, this strategy is ideal for conducting reviews that only involve employees who actually require guidance or praise.
