Performance Reviews Are a Necessity That Benefits The Employer, The Employees And The Business

For many, performance reviews are worse than going to the dentist. That goes for the manager or owner giving the review as much as for the employee being reviewed. It doesn’t have to be this way. It can be an exhilarating, positive experience for all involved, an anticipated celebration of success and development, a helping hand along the path to success. It can most always be a beneficial experience for the employee, the employer, and the business itself if you do it the right way.

The employee must evaluate his own performance in addition to having an opportunity to discuss his own desires and objectives, his needs for training, education, licensing, or whatever type of support he requires to further his development and success. The employer must use this opportunity to help develop a plan for greater success. The performance review should therefore become a total career path discussion, reviewing, planning and evaluating the past, the present, and the future. The performance review meeting then becomes a planning and evaluation session.

The crucial factor is changing the review from a typical and expected one-sided evaluation of the employee by the employer, to a joint effort planning and evaluation session with positive and productive conclusions. There is a huge difference, one that brings incredible results, in converting what has always been a stressful, unpleasant and usually unproductive experience to a productive and wildly positive experience that directly affects ongoing performance and development of both the individual and the business. You have all that and more if the performance review becomes a joint venture between the employer and the employee with a goal to support personal development and growth because this promotes excellence, happiness, longevity, productivity, and loyalty–a dream come true for everyone.

The important points are self-evaluation by the employee with the employer building his assessment into a career path for development and maximizing the employee’s opportunity with a specific plan, developed by both parties. You should take the time to develop your own questionnaire. You can also call me and I will show you the one I use, although I customize it each time I use it. Performance reviews should be done every six months and you should keep notes on what was agreed upon as you will want to review the assessment and plan at the next review session.

If you do this, especially if combined with an incentive-based reward system, your business will flourish.