Make your employee performance reviews a two way conversation
If you are already providing regular performance feedback to your employees why do you need to have an annual or mid-year performance review? It sometimes seems redundant to provide the same information again in the annual review.
So why not make the performance review a process that allows your employees to have their voices heard? Through the performance review they can provide you with information about their career goals and aspirations, as well as provide suggestions on how business operations and customer services could be improved. Your employees are involved in the day to day operations of your business so why not formalize a way for them to offer their valuable feedback to you on a regular basis?
The performance review process starts with you, the business owner, and your managers. If you are committed to receiving and acting on information that is provided to you in the performance review process, it will make the annual review a worthwhile exercise. Prepare the questions in advance and provide the document to your employees well before the date of the review so that they may think about their responses and do a self-analysis. Some questions you may want to ask your employees to help initiate a conversation are:
- What are your career aspirations? Where do you see yourself fitting within the business?
- What are the challenges you have encountered?
- Is there anything you would do to improve the work environment?
- What are some of the positive results of your work?
- Do you need training to meet your work or career objectives?
The performance review now becomes a two-way document allowing you to provide feedback to your employees about their performance over the last year and allows your staff to provide you with valuable information about themselves and your business.
Not having an established mechanism to give and receive feedback could lead you to miss an opportunity to retain staff or find ways of improving your business' operations and procedures. Knowing that an employee has aspirations to take on a new or different role can help you with your planning and staffing of upcoming positions, as well as increase staff morale.
Don't miss out on the opportunity to communicate one on one with your employees — plan their performance review today!
Learn more about gaining the trust and respect of your employees, as you inspire them to perform successfully.
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