Performance management is an important process where managers and employees work together to monitor and review the performance of the employees in an organization.

This process consists of various responsibilities which include setting smart goals, assessing the employee progress and monitoring it constantly.

For newly appointed HR managers, performance management might seem like quite a challenge. But here are few tips for you to manage and get along the process.

  1. Prepare For The Discussion

Understand the importance of performance reviews in an organization and prepare for the review meeting before hand. Know how your organization usually manages employee performance and document the process so that you can finish the process effectively. Know your employees and prepare for the discussion that you are going to have with these different levels of employees.

Remember that they should be reviewed only based on their performance and not their personality during the review meeting.

Also Read: Performance Management Software: Here’s Why You Need It

  1. Schedule And Follow

Performance review meetings are long and have a great impact on the employees and the organization. It is important that you schedule enough time for these meetings and follow the schedule. Do not cancel these meetings for any reason because reviewing performance review is important for you to increase the overall performance of the entire organization.

  1. No Surprises

A performance review meet cannot be a surprise. Employees need to know before-hand that their performance is going to be reviewed. You should give them an opportunity to come prepared for their review. Surprise review meetings are of no benefit for anyone; neither the employee nor the organization can gain anything from surprise review meetings.

So schedule the performance review meet and remind the employees beforehand so that they too come prepared for it.

  1. Two Way Discussion

In a performance review meeting, it is important that you give the employees an opportunity to talk. Not just an opportunity, make this a two-way discussion where both the employee and you get to talk about various aspects of performance.

Remember that the main objective of this meeting is not just evaluating the employee performance but also to improve it.

  1. More Time On Positives

During the performance review meet, employees are usually nervous about their performance affecting their pay. It is your responsibility to make them realize that the main objective of the performance review is to improve the employee performance and not just to decide their pay rise.

To do this, spend more time talking to them about their positive traits than their negative traits. This also encourages them to perform better the next time.

Also Read: The Importance Of 360 Degree Feedback For Healthcare

  1. Regular Review

It is important to conduct these reviews regularly. Regular and frequent reviews help you save costs. They also help you retain your existing employees by improving them time to time and saving you from the pain of hiring again.


 

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