Your first thought is because they don’t want to hear negative feedback – and this is certainly true to some extent. But, as a Winnipeg recruiting firm, Pinnacle Staffing knows there’s a lot more to the disdain that employees have for performance reviews. Here’s a look at some other reasons:
- Employees don’t think feedback is relevant to the job they’ve done (i.e. vague or non-existent).
- Most managers conduct performance reviews as if they are the teacher and the employee is the student, rather than having an adult-to-adult conversation.
- Employees think high performers should get more rewards and recognition when compared with low performers, but that oftentimes they don’t.
So if any of these reasons sound familiar to you, what can you do to improve your performance review process? Here are some quick tips:
Prepare for the Review.
Don’t just schedule the time and place for the review and plan on winging it. You’re doing a disservice to your company and to your employee if you take that approach. Instead, spend the time to gather and review necessary support information, production numbers, significant achievements, etc. Also have an agenda for points to cover during the review and give it to your employee ahead of time so they know what to expect.
Make the Review a Conversation.
A performance review should be a discussion not a monologue or a list of all the things an employee has done wrong over the course of a year. And keep in mind that just as you are reviewing an employee’s performance, you should make it clear that you want to know what you can do as a leader to help them improve and achieve success.
Don’t Treat All Employees the Same.
In other words, don’t just evaluate each employee and close the book on it until next year. For instance, if after the reviews, there are certain employees performing at a sub-par level, then schedule more frequent reviews or training opportunities for them. For those who are performing exceptionally well, create a rewards program that demonstrates your gratitude towards them.
At the end of the day, you need a process in place to help you evaluate the effectiveness of your employees. But by viewing all your employees the same, offering only vague feedback, and treating them like children, you will compromise the value of your review process.
Need Help Hiring Exceptional Employees?
And if your review process has demonstrated that you need to hire more star performers, let us know. With more than 10 years of experience as one of the top Winnipeg recruiting firms, Pinnacle Staffing has the knowledge and expertise to help you recruit, hire, retain, and manage the very best Winnipeg has to offer. Contact Pinnacle Staffing today to learn more.
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