24 min read If you’re planning to implement performance reviews for the first time, want to overhaul your company’s approach or just need a reference guide, here’s everything you need to know to create a foolproof system. Plus, we’ve included some performance review sample questions you can start using today.
Performance Review Tips
5 new ways to conduct a performance review
There are a variety of techniques and methods you can use to accurately assess employee productivity and success. Here are five suggestions for creative ways to conduct performance reviews:
1. Hold regular staff meetings
One option for updating your performance review process is to hold regular meetings that involve all of your employees. Depending on the size of the company, these may take the form of individual team meetings, video conferences or full-staff discussions. Meeting together frequently helps employees to work better as a team. It promotes group communication, allows individuals to voice concerns and facilitates collaborative problem-solving.
Staff meetings can also help to motivate under-performing employees by making them aware of how their efforts contribute to the larger goals of the company. If an employee can see how improving their performance will positively affect the success of the entire team, they are more likely to be inspired to excel.
2. Schedule one-on-one conferences
In some workplaces, group discussions may be unproductive or inconvenient. In these instances, it may be more beneficial to implement 1:1 meetings between an employee and their supervisor. This type of conference allows the supervisor to focus and give their full attention to the performance of a specific employee. One-on-one meetings are opportunities for supervisors to personally praise employees for their successes and to address their shortcomings in private. They also allow employees to voice concerns, request guidance and offer feedback in a safe space.
One-on-one meetings also provide supervisors with the opportunity to ask an under-performing employee to explain exactly how and why they are struggling, Adding context to the situation often allows the supervisor to address the problem more effectively.
3. Opt for self-evaluation
Many employers choose to prioritize self-evaluation techniques when it comes to performance reviews. Self-evaluation forms or questionnaires ask employees to consider their own strengths and weaknesses. They offer an opportunity for employees to think critically about their performance and suggest options for how they can better achieve their goals.
Using self-evaluations can be risky since they rely heavily upon the employees willingness to be self-aware and honest. Yet, if used alongside another method such as 1:1 conferences, self-evaluations can help employees to determine the areas in which they need to grow and can assist supervisors in deciding what kind of support would be the most effective.
4. Administer frequent skill assessments
If your workplace focuses primarily on skill-based tasks or technical expertise, it may be beneficial to issue regular skill assessments. These tests can determine whether or not employees are meeting industry standards and which individuals require further training. Skill assessments are most useful in workplaces where the daily tasks can be easily quantified and evaluated. For example, a software development office may require employees to regularly prove their ability to write code or troubleshoot an error within a certain time limit.
The goal of skill assessments is typically to find out which employees may benefit from additional training or education. Even experienced employees can sometimes struggle with retaining particular skills or capabilities. Reaching out to those who are falling short can increase the overall productivity and success of the entire team.
5. Initiate peer review sessions
Another option for improving your performance review process is to provide opportunities for peer review. Peer review sessions involve coworkers assessing each others performances, acknowledging achievements and offering constructive criticism. Often, the members of a specific team are the most equipped to recognize areas in which their coworkers could improve. If employees are able to remain polite, kind and positive, peer review activities can be an effective method for encouraging improvement and growth.
Peer review sessions can take place in person or in writing. Many employers choose to avoid face-to-face peer review activities to lessen the chance of conflict. If peer reviews are conducted in person, it is usually a good idea for them to be supervised or recorded.
Tips for improving the performance review process
Companies in every industry are choosing to implement more innovative and nuanced methods for assessing their employees performance. Here are some tips for how to improve the performance review process in your workplace: