This is the phrase that makes both employees and employers dread: the performance review.
Unfortunately, nowadays more and more reviews are being conducted in next way: a team member walk into his manager’s office for a review. The boss looks through his notes and papers trying to remember how his mentee performed on a project that was finished a few month ago. Meanwhile the employee does his best not to yawn, as he listens to feedback his manager gives to him and which is no longer relevant to the issue he currently works on. Once the short meeting has gone, the employee sets down to work and forgets about the received comments and recommendations.
A recent survey carried out by Society for Human Resource Management discovered that only a few of the polled HR would rate their system of performance review as A, while more than 30 percent of the poll would give their company C and even less.
It’s high time we change our attitude towards performance. We suggest you to look through next ways that may help you make reviews more useful for both parties: employees and bosses.
Think of peer reviews
Employees definitely spend more time with their peers more than with their bosses. And that’s why they can evaluate their colleague’s work even a more effective way. Asking your employees to describe their peer’s work will give you and employees a more detailed and real picture of how they are performing. Let them fill out a special surveys about their co-workers without indicating a reporter’s name. Use open ended questions to help employees express their thoughts.How R U? app – is a great opportunity to gather employee-to-employee feedback. Details here: http://hruapp.com/
Introduce constant feedback
It's a common mistake to think that a feedback given once in a year can be effective and truthful enough. Anything a manager says will appear to be a vague remark or an outdated comment. Numerous studies show that companies who practice getting feedback throughout the year see significant employee engagement improvement. Moreover, they say that it also helps the staff connect better with their work and now how management view their contributions.Ongoing feedback allows employees and employers to unveil problems once they appear and react on them promptly. One more plus is the opportunity to recognize achievements as they take place.
Read also: How to Collect Valuable Feedback from Employees
Think of staff’s personal goals
Performance reviews shouldn’t be considered solely as a way to see how staff’s skills and development can be improved for the company. You should also view it as a possibility to improve your employees’ careers. Apart of his or her performance, don't forget to ask your colleague about his or her personal goals and keep interested how they plan achieve them and learn whether you can help with that. This will prove your employees that you care of them no less than of the company’s future. So, let them know how you appreciate what they do and provide them with the possibility to learn and develop.How R U? app’s team hopes that these simple tips will make employee review not only be beneficial for the company, but also for every single staff member.
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How R U? app allows to automate HR processes.
App’s features:
Quiz: Make questionnaires and analyze mutual expectations of staff and company
Help Me: Get personnel’s requests on-the-spot. Stay aware of their issues and needs.
Feedback: Get on-request and voluntary employees’ feedbacks and “portraits” of each other
Calendar: Help staff plan in-company activities
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