Performance reviews are an integral part of building a successful team. By giving frequent feedback and having an active discussion, managers can actively play a role in enhancing a team member’s skills and capabilities, as well as building a closer rapport with each other.
However, useful as they are, performance reviews are also an event that some employees may dread as managers may not be well-trained to deliver a successful one.
Let’s look at some ways team leaders can apply to make performance reviews more conducive for both parties.
Be clear about expectations
All teams want to do well, and managers want success – but what exactly do these terms mean? One way to be clear about work goals is to set clear expectations and guidelines.
Therefore, when a performance review comes up, the manager can bring out these numbers or Key Performance Indicators (KPIs) to gauge the employee’s performance against and give constructive feedback.
By setting such expectations beforehand, employees will know what is to be expected from them and know when they are falling below the mark and won’t be surprised when they receive a less desired appraisal.
Be helpful with advice
Now, if an employee is falling short of a good performance, here is a chance for the team manager to step up as well.
Success is a collaborative effort, and when a member is struggling, the leader can dole out some advice or guide the person to do better.
The manager can take the chance during the review to understand the reasons behind the poor performance and provide suggestions such as assigning a mentor, changing teams, or providing training to help the employee step up.
Be open about overall performance
It can be hard to see how a person’s contribution can value add to the company.
During the review, the manager can give a clearer picture of how individual efforts can influence change, cut costs, improve efficiency, or support other team members.
With a better understanding of how efforts can lead to company success, an employee can value his work more.
Be flexible about the setting
With a younger workforce, managers have to change the way reviews are given.
Supervisors can conduct a meeting within or outside the office setting to build a more comfortable environment for the employee.
A casual drink at a café or a lunch meeting will be an optimal opportunity to have a one-on-one time to talk openly where it is less formal.
