Worst Possible Ways To Conduct A Performance Review

Destroy Employee Engagement

We all know how important it is to review employee performance. These are actually meant to solve issues at your workplace and help your employees improve themselves at every step.

But managers here are still human, so they make mistakes too. If you want to correct yourself and conduct a better performance review be sure you don’t do the following mistakes. And for the managers out there who want to conduct performance reviews in a worst possible way, this is the dream article!

1. Link The Review With Their Salary

Linking performance review with the employee’s pay raise creates a situation where employee doesn’t approve of negative feedback. And at times, manager also might feel guilty about giving negative feedback because it will not be sportily received by the employee and also affects his salary.

2. Focus Only On Negatives

Focusing only on negatives and ignoring all the good work done by your employee is another way to completely do it wrong. When you conduct a good performance review, you focus both on positives and negatives which will give the employee a scope to improve and also motivates them. But if you want to do it the other way, and expect your employees to take it positively then god save your organization!

3. Only Focus On Recent Work

Focusing on only recent events is another way to do it totally wrong. You will leave your employees confused thinking what happened to the work that they did the entire year.  This will make them think that they need to fulfill their goals only before the performance review process starts so that their work is recognized.

4. Be Non-specific

For the managers who didn’t spend much time on performance review, this is the best way to do it the worst way. You can be as non-specific about the review and this will make your employees take the performance review as unimportant as possible.


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