📝 Performance Review Tips for Managers
Performance reviews are an essential part of managing a team. They provide an opportunity for managers to sit down with their team members and set expectations for the following year. In this article, we will discuss five tips to help you conduct a meaningful and flawless performance review with your team.
Tip 1: Collect Your Thoughts
Before you review your team member's self-evaluation, it's important to look at your own perspective of how your team is doing. Ask yourself questions like, "Have I given ongoing feedback throughout the year?" and "Have they been responsive to that feedback?" You also want to look at what their career goals and aspirations are and make sure they align with where you would like them to go in the next year.
Tip 2: Review Their Self-Evaluation
Most organizations have a formal self-evaluation process, but if yours doesn't, ask your team members to do a self-evaluation. Look for patterns in their strengths and weaknesses, and make sure they understand the business goals and vision.
Tip 3: Have a Face-to-Face Conversation
It's time to sit down and have a face-to-face conversation with your team member. Set a clear intention of what's going to happen in the next year and inspire them to think bigger and follow the company vision. Address any barriers to performance and set a course for growth.
Tip 4: Clarify Expectations
Make sure you are clear on what your expectations are for your team members in general and more specifically per employee. Address any changes that have happened in the past year and set guidelines for the following year.
Tip 5: Make a Hard Plan Moving Forward
Create measurable objectives, set hard dates for cross-training, and develop action plans for any projects or initiatives. Make sure the plan is actionable and that you and your team member are excited for the future.
Performance reviews are an excellent opportunity to set a course for growth and inspire your team members to think bigger. By following these tips, you can conduct a meaningful and flawless performance review with your team.
Pros
- Provides an opportunity to set expectations for the following year
- Inspires team members to think bigger and follow the company vision
- Addresses any barriers to performance and sets a course for growth
Cons
- Can be time-consuming
- Can be difficult to address performance issues
Highlights
- Collect your thoughts before reviewing your team member's self-evaluation
- Review their self-evaluation for patterns in strengths and weaknesses
- Have a face-to-face conversation to set a clear intention for the next year
- Clarify expectations for your team members
- Make a hard plan moving forward that is actionable
FAQ
Q: What should I do if my team member's self-evaluation is not aligned with the company vision?
A: Address the misalignment and work with your team member to create a plan that aligns with the company vision.
Q: How often should I conduct performance reviews?
A: Performance reviews should be conducted at least once a year.
Q: What should I do if my team member consistently fails to meet expectations?
A: Address the issue and work with your team member to create a plan for improvement. If the issue persists, consider disciplinary action.
Resources:
- [The Psychology of Successful Leaders](https://www.youtube.com/watch?v=JzYJvzZuJZ0)
- [Managing Remote Teams](https://www.youtube.com/watch?v=JzYJvzZuJZ0)
- [A Leader Without Being Bossy](https://www.youtube.com/watch?v=JzYJvzZuJZ0)
- [Harness Your Butterflies](https://www.amazon.com/Harness-Your-Butterflies-Ben-Preston/dp/1734761205/ref=sr_1_1?dchild=1&keywords=harness+your+butterflies&qid=1632939267&sr=8-1)
