Performance reviews health check

Whilst performance reviews can be as enticing as a visit to the dentist for both employer and employee, they are an important check point for both parties to achieve a healthy and synergistic workplace going forward.

‘It’s not a task that either employee or employer should dread! With a bit of planning and the right attitude, performance reviews can be a constructive and healthy two way conversation and should set the tone for the year ahead’ says Jane Carey, Director at Edge Recruitment.

Here are our suggestions for your upcoming performance reviews:

• Provide an open conversation
  Performance reviews should be a / conversation between employee and employer. Don’t make the mistake of doing all the talking and no listening. Give employees a chance to discuss their achievements, voice any concerns and provide feedback.
• Alleviate the stress
  In case you weren’t aware, employees can get stressed about performance reviews. So let them know in advance what format the review will take, how long it will be, the date of the review and what questions will be asked.
• Avoid ambiguous feedback
  The feedback you provide must be constructive in order for an employee to make changes and improvements. Use clear and objective language that focuses on results and behaviour.
• No surprises
  There shouldn’t be big surprises in a performance review. Any issues should be brought up with the employee as they occur throughout the year and not left until the performance review.
• Say thank you
  You may be surprised how much benefit a simple thank you will have. Showing appreciation and gratitude is a powerful tool and is the least expensive reward you can give your staff. It is also worth keeping in mind that not acknowledging the achievements of your employees is a recipe to cultivate resentment.
• Develop a plan for improvement
  If you want to give constructive feedback to your employees, have a suitable plan for improvement ready to go. This may be as simple as setting goals or something more involved such as a program of mentoring or training.
• Recognise the tough times
  In the past year many businesses have had to make redundancies and trim costs. Remember to recognise and reward any employees who have taken on the work of former colleagues as a consequence.

Like a flu jab, performance reviews can be used as a preventative measure to combat against future issues. We suggest that employers check in with their employees at least once a year. If performance reviews are missed, employers run the risk of overlooking issues or concerns that may have crept in.

Want to get the latest jobs and news about employment matters for the property industry? Join the conversation with Edge Recruitment on Twitter, Facebook , LinkedIn or visit their website.