Are You Making These Annual Performance Evaluation Mistakes?

by Srikant Chellappa Mar 21,2017

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

“Well, Aaron! there’s nothing much for me to do here. I don’t see any issues in your performance, I think we are good.” – Do you believe that this phrase is an example of a good performance evaluation?

No matter, whether your organization is a start-up with a small number of employees or an established multi-national company with multiple departments and lot of employees, the above phrase doesn’t work for either of them.

Not all managers believe in spending time in giving accurate annual performance reviews or even preparing ahead for it. Not just this, there are many other mistakes in annual performance reviews that you might be ignoring.

Undoubtedly, evaluating employee performance is one of the most important responsibilities of a manager. This helps you understand what your employees are doing and where they need your help to improve. But is it wise to wait for the year-end to let them know what they did right and what they did wrong? No, it isn’t.

Also read: Top 10 Tips for Effective Performance Reviews

This is the reason why most companies have ditched the annual performance reviews. Because it tends to happen only at the end of the year and the downsides far outweigh the benefits, at least for those companies. But for the companies who still have annual performance reviews, you can still make them work. This will take a little extra time and constant effort from the managers, but trust me when I say that it is worth it! Just avoid the following mistakes.

1. Do not get personal when evaluating your employees’ performance.

2. Do not start without preparing ahead for it. Have the accurate data ready!

3. Do not surprise your employees either. Give them time to prepare ahead too.

4. Do not focus only on negatives or only on positives, give them an unbiased and a balanced review.

5. Do not evaluate the traits, instead focus on their performance (behavior).

6. Do not forget to recognize or appreciate extraordinary work.

7. Do not stop employees from putting forward their opinions or suggestions.

8. Do not forget to follow up after evaluating employee performance.

9. Do not give too vague feedback.

10. Do not wait till the annual performance review to tell your employees what they are doing wrong.

If you are doing any of the above things, it is time to correct that now. This year, implement your performance reviews right and improve your employee performance instead of just measuring it!

Do you have any additions you would like to make to the list? Go ahead and share them with us in the comments section. If you want to know how Engagedly can help you with performance management, and know more about our Performance features!

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Srikant Chellappa
CEO & Co-Founder of Engagedly

Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2024.

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