Multiple mega companies have recently announced that they are getting rid of the dreaded annual performance reviews in exchange for a more on-going review process. These new systems consistently include coaching and feedback, goal setting and alignment, and employee development. The shift is receiving positive responses and may be a great option for smaller businesses as well.
Consider the Essentials
Focus on the employee: Instead of using a ranking system that measure employees against each other, focus on the individual and his/her forward movement.
Provide specific tasks and responsibilities: Include goal setting. Emphasize the goal setting process with all levels of employees – maintain a consistent “check-in” process for evaluating progress. Correlate employee tasks and goals to the company goals. This alone provides incentive for improved employee performance.
Provide feedback – and ask for their self-appraisal: Do it on a regular basis. This could be monthly, or at the end of each specific project, or whatever “fits” the position. Keep it simple – it shouldn’t take more than a few minutes and does not have to be “conducted” in your office. It should, however, be relatively private.
Center discussions on the future: Will the next step include greater responsibilities, require more training, involve a department switch, etc.?
Keep the process streamlined: You don’t have to include all of the above every time – especially if you on touching base often. Just be sure that each of them get included consistently.Research is indicating that this approach actually generates higher employee performance – instead of being judged once per year on incidents that are months past, they are focusing on improving the future.
Train managers on how to give and record effective feedback: Encourage them to make feedback a constructive tool to encourage improved performance. Utilize training that is practical – hands-on and role-playing exercises will enhance the learning process, as well as increasing their comfortableness with this method.
Provide the necessary tools: Online performance journals and various one-to-one meeting tools are great resources for keeping in-the-moment feedback. Journal notes about goal progression, moments deserving recognition, and issues that hinder performance are invaluable.
In summary: Maintaining an ongoing awareness of your employees and their overall performance, initiative, skill development, etc. and providing consistent forward-focused feedback is more effective than meeting once/year to discuss the past. Furthermore, regular brief, positive, and constructive interactions build stronger relationships than suffering through an annual evaluation where neither of you remembers the necessary details.
Of course, interactions are much more motivating and positive when employees fit your company, culture, and the position. That’s where contacting Robbins Staffing Solutions pays. We bring the perfect blend of passion, professionalism, and proven experience together, partnering with clients to find the best matches for every employment need. Contact us today – we will help your business grow.
