Don’t Do These 4 Things During A Performance Review

by Srikant Chellappa Jun 17,2020

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

It’s that time of the year again. Yes. But love them or hate them, performance reviews are here to stay. So you better understand their importance and educate your employees about it.

Employees usually feel that performance reviews are just another excuse for their managers to not improve their compensation. As a manager, it is important for you to make your employees understand the benefits of performance reviews and personally demonstrate these to them.

If you want your employees to believe in performance reviews and make the most out of it, then here is a list of things that you, as a manager, should avoid doing.

No Surprises

No! Just don’t do this. Don’t surprise your employees with a performance review meeting. Performance review meet requires prior preparation both by the manager and the employee. You cannot go to your office one day and announce a surprise performance review meeting.

It is important for employees to be able to first evaluate themselves and present that to their managers. Not informing employees beforehand totally removes the opportunity for the employees to be able to speak for themselves and their performance. There’s no point in conducting a performance review if it is not fair.

So, inform your employees in advance about the ‘Judgement Day’. So that it can help both the employees and the organization.

Also read: Tips To Improve Employee Engagement

Being Unfair

Don’t just talk about the areas that your employees need improvement. Acknowledge their good work and recognize them for it. Never assume that employees don’t need to hear about the things that they do well. Don’t always focus on their negatives.

Talking only about negatives makes employees loathe performance reviews even more. It is important for you to find the balance and be fair about communicating during performance reviews.

Not Letting Them Talk

You should encourage your employees to speak up on their performance, instead of being a boss who talks too much and doesn’t allow the employee to provide his perspective. If you don’t allow the employees to provide self-evaluation and go on with your assumptions about their performance, the very purpose of performance reviews will be lost.

No Goals And Objectives

Performance review is not only about reviewing the past performance of employees. It is more about setting goals for the future and helping employees improve themselves based on the past reviews.

One of the most common mistakes that managers do is that they don’t talk about the strengths and weaknesses of their employees openly. It is important for you to communicate to your employees and set goals for the future based on your evaluation.

Having no goals or follow-up plans after performance review is as useless as not having a performance review at all.

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The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

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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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