8 Most Engaging Performance Review Examples In 2024

It’s 2024, and it’s more vital today than ever before for the world’s best business managers, like yourself, to conduct the best performance review. A good performance review could mean the difference between motivating your employees to do better or pushing them to the point they decide to leave your company, and you don’t want that. Conducting an engaging performance review is a skill that takes time and effort to build up and develop. Fortunately for you, we’ve developed this article to help you with eight engaging performance review examples to make conducting performance reviews easier today. 

What is a Performance Review?

A performance review, boiled to its essence, is a controlled assessment of employees conducted by managers. Performance reviews are supposed to identify an employee’s strengths and weaknesses, with the ultimate goal of providing them with the feedback and assistance they need to become better. Every company, naturally, conducts its performance review differently, but they all share the same purpose. Annual employee reviews used to be in the past, but quarterly and even monthly performance reviews are becoming more common. 

Also read: Focus Areas For The CEOs In The Post Pandemic Era

When they’re done right, performance review sessions can be highly effective in boosting your employees’ morale and offering them the guidance they need. However, if done wrong, a performance review could actively damage morale and cause them further anxiety. For this reason, correctly doing a performance review is vital for managers. 

As a productive business manager, you need to perform the best performance reviews. Doing so will let you identify and correct your employee’s problems as early as possible, along with improving their morale. The following performance review examples will help you with that. 

Effect Phrases to use in a performance review

These 8 performance review phrases are what you need to adopt to improve your performance management skills today. 

1. Creativity and innovation

Creativity is vital in the modern workplace. You have people as your employees and not as robots for that reason. You need to encourage your employee’s creativity during your review sessions. So, you should use performance review phrases similar to these 

  1. “Utilizes creative potential to realize company goals.” 
  2. “Is consistent in developing novel ideas during meetings.” 
  3. “Demonstrates initiative for productivity-improving methods and tools.”

2. Communication

Effective communication with supervisors, colleagues, and clients is vital for success in any industry. You need to encourage your employees to improve their communication with these examples. 

  1. “Communicates Effectively with colleagues and colleagues.” 
  2. “Articulates his perspectives effectively.” 
  3. “Speaks concisely and elegantly.” 
Also read: Communication Is The Key Through Any Crisis

3. Productivity and quality of work

Increasing employee productivity is vital for advancing your company’s goals. You need to encourage your employees’ productivity with these performance review examples: 

  1. “Contributes to workplace productivity with high-quality performance.” 
  2. “Prioritizes workplace goals.”
  3. “Possesses effective time management abilities.”

4. Cooperation

Workplace cooperation is the secret to synergy. As the manager, you need to encourage all your employees to work together. These performance review questions will help you achieve just that. 

  1. “Has a cooperative personality that improves workplace cooperation.”
  2. “Possesses a sociable and agreeable disposition favored by colleagues.”
  3. “Understand the importance of sociability.” 

5. Improvement

No matter how great an employee is, there will always be opportunities for improvement. Your feedback is necessary to encourage employees to develop improvement plans for themselves. Use these annual review examples for employees to improve your performance management abilities.

  1. “Routinely overcomes novel challenges.” 
  2. “Understands the importance of deepening professional relations.” 
  3. “Prioritizes possibilities instead of limitations.”

6. Problem-solving

Problem-solving is among the most invaluable skills for employees. You need to cultivate problem-solving abilities with these annual review examples for employees. 

  1. “Focuses on solving complex issues.”
  2. “Understands how to break an issue into its individual components.” 
  3. “Demonstrates effective collaborative abilities.” 

7. Interpersonal skills

Effective interpersonal abilities are vital in any industry. Cultivate effective interpersonal skills with these personal review questions. 

  1. “Demonstrates good collaborative skills with colleagues.” 
  2. “Has constructive working relationships with clients and colleagues.”
  3. “Works with others effectively.” 

8. Attendance and punctuality

Productive employees show up on time. You need to convey to your employees that you expect them to be punctual and come to work regularly. These performance review examples let you achieve just that: 

  1. “Regularly arrives at work on time, including meetings.”
  2. “Respect’s company attendance policy.”
  3. “Commences each workday in an optimal health and mood.”

Engaging Performance Review Models

While there are many models for performance reviews, we’ve listed 8 of the most engaging employee evaluation examples for you.

1-Bar Graph Visual

A bar graph can be used to present the percentage of goal completion employees have achieved. Each bar would be filled to the extent that the intended goal has been completed, offering an easy visual representation of the employee’s progress. Bar graphs are both practical and effective.

You can divide your bar graph according to areas of concern or different aspects of work, such as productivity, time management, communication skills, etc. It’d be wise to include between 5 to 10 categories, but no more because that might overwhelm the employees. The goal of using bar graphs is to provide a neat and tidy perspective of your employees’ overall productivity.

Also, strategically construct your bar graph in a way that your employee’s most positive traits are at the start. Doing so will provide them with an overall positive perspective of their profile and help them maintain morale. When discussing the graph with your employees, try to focus on the positives and offer encouraging advice on how to correct the areas of concern.

2-Box Grade Scorecard

If you’ve ever traded baseball cards, you’ll precisely know what a scorecard is. You’ll also know just how effective scorecards are at communicating the overall profile of a person. Give every employee a scorecard on a 100-point scale and provide them with rankings for each of their abilities.

You have the different categories color-graded to represent their current performance. The higher an employee scores, the better they are at that specific behavior. For instance, you could have an employee’s communication skills score colored green and 90, indicating that this employee possesses excellent communication skills.

The benefit of conducting a performance review with color-coded scoreboards is that it gamifies your performance review and offers a simple yet effective way to demonstrate your employee’s abilities. Another benefit is that scorecards are intuitive and make sense, reducing the chances of any ambiguities developing.

3-Short KPI-Based Review

Depending on the industry you’re in, you may find a holistic performance review redundant for some employees. These would be those employees that are the most specialized in their skills and completely very specific tasks that other employees don’t. Nearly every company will have, at least, a few such individuals whose work is hyper-specific.

You need to test them using key performance indicator (KPI) metrics with these employees. A KPI is a specific and objective metric that can judge an employee’s performance in a specific field. For instance, the KPI of a salesperson could be the number of calls they make, the percentage of successful calls they make, and the revenue they generate for your company.

KPI reviews are particularly well-constructed for more regular performance reviews, like weekly or monthly ones. You’d also benefit from the objective and analytical nature of KPI-based reviews since they elegantly highlight your employees’ proficiency in very specific skills.

Also read: Goal Setting Processes: KPI VS OKR

4-Self-Evaluation Performance Review

Sometimes, it’s best to have your employees rate themselves. The benefit of a self-evaluation performance review is that it provides you with your employees’ perspectives. You learn what they think and how they feel about their performance and current skill level. Self-evaluation performance reviews also clarify any misconceptions between you and your employees regarding their performance.

To conduct a self-evaluation performance review, you need to provide your employees with a short questionnaire where they can indicate their perceived performance level. You could offer them a point scoreboard, a bar graph they could, or any other way to quantitatively represent their performance.

It’s important to ask effective questions to make sure your employees fully understand the evaluation. You also need to inform your employees that they need to answer these questions as honestly as possible. The data must be as accurate as possible to ensure a good performance review.

5-Comprehensive Long Performance Review

A comprehensive long performance review is useful for annual performance reviews. This type of performance review involves conducting a long series of questions and evaluations with an employee to develop a holistic perspective of their long-term contributions.

Comprehensive long performance reviews are conducted mostly for appraisal and promotion purposes. This type of performance review generates a long-term perspective of your employee’s abilities, and it can help you decide whether a particular employee deserves to be promoted.

To conduct a comprehensive long performance review, you need to create infographics of your employee’s abilities and request comments from supervisors, colleagues, and clientele the employee interacts with. Next, thoroughly analyze this information before finally presenting it to the employee to judge their response.

Also read: OKRs: How To Set Winning Objectives And Key Results

6-Section wise Percentage Review

Section-wise percentage reviews are excellent for short-interval performance reviews. The benefit of this kind of performance review is that it offer a quick and easy way to show your employees how they’re doing.

To conduct a section-wise percentage review, you need to develop a list of sections, ranging from communication skills to attendance, etc., and color-code or express them in percentage formats. For instance, you could have the attendance section expressed as a percentage of 85% for an employee who has only been absent from work a few times.

Creating accurate percentage-wise percentage reviews involves collecting accurate data and statistics of your employees.

7-Quadrant-Based Performance Review

Quadrant-based performance reviews are used to judge an employee’s performance quarterly. This is a great type of short-term performance review that can accurately express an employee’s short-term performance.

A quadrant-based performance review will typically involve a four-quadrant graph with a color and percentage scale to show an employee’s quality of work. When conducting a quadrant-based performance review, your managers will point out performance levels in each area and inform employees of where they’re lacking.

This is an excellent format for conducting short-term performance reviews since it involves a very intuitive approach that expresses an employee’s performance and provides constructive feedback.

8-Generic Format

The generic format is employed by most organizations around the world as the standard employee review format. It involves a black-and-white chart with different sections consisting of the various areas in an organization measure employee performance. Examples could include overall abilities, attendance, demonstration of core values, commitment to goals, etc.

The performance review would conclude with comments made by the manager on the employee’s performance, in addition to offering advice to the employee on how to improve. This is a great formal because of its simple yet intuitive nature.

Also read: 10 Best Tools For Setting And Tracking Goals

In conclusion, conducting effective performance review sessions is vital for your organization. However, it’s not easy to make proper performance reviews, so we’ve listed the 8 most engaging performance review examples you can use in 2024. With these employee evaluation examples, you’ll improve your performance review abilities in no time!


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Guide to select the right Performance Review Software

Investing in performance review software is one of the best decisions your business could make, given how important these applications are for managing an increasingly decentralized work environment. This type of software streamlines work for managers and offers objective ways to measure employee productivity and improve overall management. There’s a huge variety of these performance tools though, and some are quite the investment, so it can be daunting to decide which one you should pick. Don’t worry, we’ll guide you through the entire process of choosing the right performance review software for you.

Step 1: Understand your needs

You need a clear perspective of what you need from performance review software in terms of HR, finance, and your specific business goals. 

1. Talk to HR

Since HR is responsible for evaluating employee performance and conducting hiring decisions, they will understand your company’s performance needs best. Your organization’s HR department can inform you of what specific features you need from performance evaluation software. They could easily identify how easily such software can be integrated into your company, and whether you should expect a steep learning curve from your employees when they start using it. 

Also Read: 9 Progressive HR Approaches from HR Professionals

2. Budget Constraints 

Professional performance review software is an investment, often a large one, so you need to set a budget range. After having a general idea of what range you can afford to invest in, you need to conduct a cost-benefit analysis of optional features, opting for only the ones you absolutely need. Ideally, you should set your investment range according to your perceived future requirements. If you expect your company to grow massively in the near future or suspect there’s a severe problem with existing performance management, it may be worth spending more. 

3. Organizational Goals

Performance management software is most effective when you already know what you want. It’s not strictly necessary to have a list of exactly everything you need, but it helps to at least have a general idea of what place the system has in your company. 

For instance, if you’re a software development company, you may want your employees to develop new applications quicker, but you also don’t want to compromise on quality. In such a case, you need performance management software that doesn’t just track time but also provides a checklist of project requirements to ensure new applications are developed quicker without loss in quality.

Also Read: 7 Reasons Why Goal Setting Is Important

4. Use a trial or demo version.

Sometimes the best way to see if something works is to just try it out and see what happens. Thankfully, many performance review software have trial and demo versions you can test for a short period of time to see if they fit your needs. Usually, you’ll be given access for a week, which is enough time to collect data and conduct analysis to see whether productivity has improved or not. 

Using trial software is also a good idea if you’re not sure of what additional features you want to have. While testing the demo or trial version of the performance review software, you’ll quickly discover additional things you need. For example, if you’re a real estate organization, you might find that one of the most valuable additional features you need from your performance review software is being able to calculate the time spent per unit by a vendor. 

5. Note the features you want 

Although every company’s needs are different, there are generally a few functions every company needs, like listing goals, recording data, and exporting information. And, depending on your organization, you may have specific requirements like providing in-app feedback to employees too. 

Basic features

  • Assignments

Effective performance review software has the capacity to assign team and individual goals for your employees, and it should be able to integrate them in a way that makes sense from an overall perspective. Objective and Key Results (OKR) can easily be used on performance review software. 

  • Data Recording

Performance appraisal software should allow you to collect performance-related data from employees such as the number of hours logged, the amount of time taken to complete a task, etc. This raw data should be easily accessible to managers. 

  • Export data

You should be able to export the data stored on the application to external sources for safety, analytical, or managerial reasons. There is no valid reason for not being able to do that. 

  • Basic statistics

At least some basic statistical functions should be present, like calculating averages. These statistics offer meaningful information for managers. 

Also Read: What Is A Performance Management System?

Advanced functions 

These requirements may or may not apply to your specific case, but generally, the larger and more complex an organization is, their needs will also be more complex. 

  • Goal adjustment and editability 

Depending on your industry, you may have very complex tasks that you assign to employees. In that case, you need a performance review system that allows managers to collect different types of data flexibly and edit task requirements if needed. 

  • Feedback mechanism 

Being able to give feedback directly through the employee performance management application is a desirable feature for large organizations. 

  • Real-Time Progress Updates 

This feature is especially desirable for companies with large numbers of remote workers. Being able to see everything that each employee is doing at a glance helps managers better understand their employee’s conditions. 

  • Visual Representation of Data 

Some performance software lets you construct basic visual diagrams, like pie charts, bar graphs, and histograms, of employee performance. These visual aids can be useful if you want to represent information intuitively. 

  • Compensation Integration 

Being able to dispense salaries from a performance application is a useful feature if your employees frequently work overtime, and you would like to track them easily. 

Step 2: Consider Technical Aspects 

Even if you find a performance review system that aligns with your goals perfectly, you still need to make sure it can be integrated into your existing work systems optimally.

1. Compatibility with existing systems

Larger organizations typically already have databases and systems to record employee performance. If you already have such a setup, make sure you can easily export the existing data to the new software. Also, make sure your current It setup will easily allow you to run the software. 

You could start assessing your needs by consulting your IT department about the best way to introduce the performance evaluation software to your organization. Most performance management applications, especially high-end ones, are designed to be compatible with most systems, but you should still check regardless. 

2. Employee adaptation

Transitioning to a new software might initially be difficult for your employees if they’re not technically literate. You might experience disruption caused by the adjustment period, that’s normal, but it should not be a prolonged problem. It should not take your organization more than a week to adjust to the new system. 

This is why trial periods are crucial. During the trial period of a performance review application, take note of how quickly your employees adjust to the new system. If they take too long, it’s evidence that the specific application isn’t right for you. 

Also Read: 8 Steps To Effective Employee Surveys

3. UI – UX or Interface design

A good performance management application should be easy to use with a friendly, clear, and intuitive user interface (UI). Ideally, your staff should experience minimal confusion while using the application. A good UI will ensure the software performs optimally. 

Conversely, a bad UI will lead to disruptions. Employees may find it difficult to use and will make mistakes, skewing the accuracy of the data recorded. Bad UI also indicates the company that developed the software lacks professionalism. 

4. Hosting 

It’s important to pay attention to whether your performance evaluation software can be hosted locally or on the cloud. Ideally, a performance management application should be hosted on a cloud-dedicated server to maximize safety. This type of infrastructure tends to be the most stable, and you should try to get applications that only run on the cloud. 

Step 3: Consider long-term viability 

Performance management software is a long-term investment, so you should make sure the application you choose benefits you long-term.

1. Customer Support 

Inevitably, you will run into problems with any performance management software you use. When these problems arise, you want to make sure the company you’ve hired has a good customer support system. It will help you quickly diagnose your issues and provide effective support. It would be a good idea to check the customer support reviews of different performance review applications. Steer clear of applications with generally bad customer support reviews since it indicates a lack of professionalism. 

2. Scalability and flexibility

Your organization’s needs will change over time as it grows, expands, and encounters new challenges. The performance review software should, ideally, be able to adapt to the changing needs. Your requirements with 100 employees will be vastly different than they are with 10. So make sure that any software you choose to invest in has the potential to be scaled up to the changing needs. The best options will allow you to change nearly everything about the application long-term.

3. Longevity 

Compatibility with new systems is an important requirement. Ideally, the software you invest in today should be fully compatible with various systems for the next 5 to 10 years at least. You should consult with your application provider about how long they intend to offer IT support, including how frequently they intend to release updates. The best performance systems will have guaranteed long-term support for their systems and a dedicated team.

Conclusion

Employee performance management software is a great investment, but like any other purchase, you have to make sure you do it right. You need to choose the software that fulfills your specific requirements best, is the easiest to use, has the most number of desired features, and fits in your budget. 

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7 Things That You Must Discuss In Every Performance Review

Did you know that managers spend an average of 210 hours a year on performance discussions with their employees? Though performance review discussion is an integral part of every organization, almost everyone dreads them.

Do they have to be that scary? Well, not if you discuss just the right things with your employees during the review!

As managers, it is your responsibility to conduct performance discussions with your employees and provide them with a fair and accurate review.

It’s important to be prepared ahead of time, but it is equally important to bring up the right things during the performance discussions.

These discussions can result in strategic planning of workplace goals and objectives and help you set OKRs for your team easily. Moreover, asking the right things will help you locate bottlenecks in the process and may even lead to subtle things that can increase the team’s productivity.

This article will provide you with 7 things to bring up during performance reviews to get the most out of the discussions.

Also Read: Onboarding Survey and How to Conduct it

What’s the Purpose of Performance Review Discussions?

The purpose of a performance review discussion is to understand the performance of an employee in the core business areas. The responsibilities and actions performed by an employee in accomplishing the tasks and any other initiatives taken by them to drive the team and the organization towards their objectives.

It is important to understand the things to discuss during the performance review to make it streamlined and employee-centered. The below points will help you in making your next review meeting more strategized and focused on the employee’s improvement.

Also Read: Performance Review Discussion Tips for 2022

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7 Things to Bring Up During Performance Reviews

It is important to understand the subtleties of performance reviews to make it streamlined and employee-centered. Here is the list of 7 things you must cover in every performance discussion to let your employees have a fair and accurate understanding of their performance.

1. Acknowledge Accomplishments

Always remember to acknowledge the good work that your employees do or find something good about your direct reports to talk about in a performance review meeting. They need to understand that you are monitoring both the positive and negative aspects of their performance. Moreover, this helps you make them feel comfortable with the conversation.

2. Talk About The Gaps In Knowledge

A leader always lets people know about their shortcomings and shows them a way to improve themselves. It is very important for you as a manager to recognize and talk about your employees’ gaps in knowledge. This helps them understand what is expected of them and evaluate themselves better.

Also read: Performance review questions for managers: A guide to performance reviews

3. Discuss Things That Need Improvement/ Change

There are many things other than just the knowledge gap that result in a lack of performance. As a manager, you should let your team members know what could be changed about their current performance and where they need improvement. A performance review meeting should be a place where you both communicate and plan where you could improve as individuals and as a team to improve your performance.

4. Ask For Suggestions

Sometimes, it is important to listen to your employees. They could have really valuable suggestions to give about how the team could function and contribute to organizational success. Also, asking for suggestions from your employees gives them a chance to participate and contribute to the organization actively.

Also Read: 7 Reason To Set Employee Goals

5. Discuss Employee’s Long-term and Short-term Goals

As a manager, you should know the answer to these two questions about your employee.

According to HRM Canada, 85% of workers feel they could be more efficient at work, but because of skill underutilization, do not live up to their full potential!

Asking about their short-term goals makes you understand what they have planned for the current role in your organization helps you both stay on the same page concerning their goals and helps you utilize their skills and potential to the fullest. Asking them about their long-term goals will help you understand what they expect from their current job and how they would be able to adjust to the changing trends in your industry.

6. Clarity Of Role

Research from the University of Cambridge tells us that employees find more success in their roles when they’re given clear expectations. Utilize your performance review meeting to clarify the role of your employees in the organization and set specific goals for them.

Also read: Your Comprehensive Guide To 360-Degree Feedback In The Modern Workplace

7. Make A Performance Improvement Plan

Once you clarify your employee’s role in the organization, it is important to make a performance improvement plan for them. This doesn’t imply that their past performance wasn’t good enough, you can always aim to improve your future performance. So use this performance review meeting to come up with a proper performance plan and set OKRs for your employees!

How Engagedly’s Performance Review Module Fosters Meaningful Dialogue and Growth

Performance reviews often fall short of their potential, bogged down by formality and one-sided feedback. This can lead to missed opportunities for development and hinder organizational progress. Engagedly’s performance review module aims to bridge this gap, facilitating effective dialogue, data-driven insights, and actionable outcomes to empower both individuals and organizations.

Structured Dialogue for Focused Conversations:

  • Pre-defined and Customizable Questions: Engagedly provides role-specific question sets to guide discussions, ensuring key areas are addressed. Managers can further personalize these questions to tailor the review to individual needs and objectives.
  • Real-time Feedback Exchange: The platform encourages a two-way dialogue, allowing employees to contribute their perspectives alongside manager feedback. This fosters open communication and builds trust.

Data-Driven Insights for Informed Decisions:

  • Performance Data Integration: Engagedly seamlessly integrates data from various sources, including goals, feedback, and recognition metrics. This paints a comprehensive picture of individual performance and contribution.
  • Visualized Data: Data is presented in clear and concise dashboards, making it easy for both managers and employees to understand strengths, weaknesses, and areas for improvement.
  • Goal Alignment Review: The review process facilitates assessing progress towards individual and team goals, ensuring alignment and identifying potential roadblocks or adjustments needed.

Actionable Outcomes for Continuous Improvement:

  • Personalized Development Plans: Based on the review discussion and data insights, Engagedly helps create personalized development plans. These plans outline concrete steps for improvement, skill development, and career advancement.
  • Continuous Feedback and Growth: The platform encourages ongoing performance conversations throughout the year, fostering a culture of growth and continuous improvement.
  • SMART Goal Setting for Future Success: The review informs the setting of SMART goals for the next period, ensuring alignment with individual and organizational objectives and driving future success.
Engagedly’s performance review module extends beyond the annual formality, offering:
  • Transparency and Trust: The platform encourages open communication and trust-building between managers and employees, leading to a more engaged and productive workforce.
  • Informed Talent Management: Data-driven insights enable informed talent management decisions, promoting talent development, succession planning, and retention.
  • Organizational Growth: By aligning individual development with organizational goals, Engagedly empowers the entire organization to reach its full potential.

Engagedly’s performance review module is not just a checklist; it’s a catalyst for meaningful dialogue, actionable insights, and continuous improvement. Transforming performance reviews into productive conversations that drive growth, unlocks the potential of both individuals and organizations, paving the way for a thriving future.

Conclusion

A performance discussion is an integral part of an organization. It helps in finding potential employees and providing them with the right opportunities and skills to excel in their careers. Additionally, managers can also provide constructive feedback to employees whose performance is not on par with the standards. By inculcating the review meeting points discussed in this article, you can make the process clear, actionable, and employee-centered. You can use these performance review topics during your annual, quarterly, or biannual performance review discussion.

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Performance Calibration Meetings: Everything You Need To Know

A company’s performance management process should provide every employee with an equal opportunity to excel by offering valuable feedback on their performance. However, when an employee’s performance review is primarily determined by a manager during performance management processes, it can inadvertently introduce bias into reviews, favoring certain employees and placing others at a disadvantage.

To address and eliminate unintentional bias, one effective methodology to adopt is the performance calibration meeting. In this article, we will delve into the intricacies of performance review calibration, exploring the concept in detail and unpacking the following:

What is a Performance Calibration Meeting?

A performance review calibration meeting is a process in which managers discuss the ratings of their direct reports with other managers. The purpose of these calibrations is to make employee evaluations more consistent throughout the organization.

By using this procedure, managers can reduce bias in the performance review process and ensure employees’ performance reports are created according to a common set of performance calibration criteria.

Ideally, all managers discuss their ratings before sharing their performance reviews with employees, so they can make any adjustments if necessary. Thus, performance calibration can help managers to ensure that they apply the same standards to all employees and objectively evaluate employees on uniform parameters.

Importance of Calibration Meeting

So far, we have understood that calibration meetings are conducted by managers to set standards for reviewing their employees, create a process to differentiate top performers and review employee ratings proposed by managers.

Employees highly value fairness. In one study, 85 percent of employees felt their performance review was unfair and hence, considered quitting their jobs!

Let us take an example to understand the importance of performance calibration ratings. Some managers are inclined to give all their employees a rating of 5 since they did everything in their job description. Alternatively, a stricter manager might give their top performers a rating of 3 if they meet the same performance criteria. The strict manager may come up with a reason such as the top performers only managed to meet the set requirements for their role, not exceed them.

In other words, managers likely want a fair review process, but they can miss the mark if their review process isn’t compared with others.

The more vagueness there is in the performance review process, the greater is the chance for bias and inaccurate feedback. The process of performance calibration ratings is a great way to remove any form of ambiguity. Thus, a company should prioritize performance calibration meetings since they can help to ensure that review standards are fair, equitable, and balanced across an organization.

Talent calibration meetings also allow managers to identify top performers throughout their organizations and honor these standout employees.

In addition to providing employees with a learning opportunity, these meetings also assist managers in improving their ability to observe employee performance and set performance standards. By having checkpoints before sharing performance reviews with employees, self-doubting managers will gain confidence in their reviews.

Also read: Re-evaluate Your Performance Management Practices

Who Should Participate in Performance Calibration Meetings?

Your organization’s size and structure will determine who will be part of the performance calibration meeting.

Performance appraisal meetings generally involve managers who will complete the performance appraisals along with HR personnel. The HR professionals would provide guidance wherever required. Additionally, having a representative from each department can help oversee the process.

In larger companies, involving all managers together at the same time may not be possible. In such situations, it is best to create subgroups within your company so meetings can be managed efficiently, without any form of chaos.

Preparing for Performance Calibration Meeting

A manager or supervisor should prepare performance review appraisals in advance and submit their drafts to senior leaders and/or HR leadership for review. At performance calibration meetings, they should be prepared to get their ratings reviewed or discussed with their peers and managers.

HR facilitators must facilitate the compilation of essential and historical data for the business. This data would include average ratings based on key factors; trends in performance, and the identification of exceptional performers. 

Step-wise Procedure to Calibrate Performance Ratings

When managers have gathered to calibrate their performance ratings, what does the process look like? To give you a better perspective, we have shared detailed step-wise procedures for performance calibration meetings. For performance calibration to be successful, there are four key steps:

Evaluation

In order to calibrate ratings, you must understand what the ratings are. Performance calibration meetings should not be viewed by managers as a group activity session of rating employees’ performance. Rather, they must complete the reviews themselves before the meeting and present their findings.

It helps managers if they are given prior training or refresher courses on how to evaluate their employees’ performance, based on the performance calibration process.

Calibration

In a performance calibration meeting, managers should discuss the performance appraisals with some tangible examples and reasoning to support their views. 

When managers share drafts of their performance reviews, their peers may have some suggestions for certain points. It is possible that other managers may feel that a rating for a particular employee is too high or too low, causing some additional discussion.

As a result, the manager may realize their overall rating is not based on performance, but rather on arbitrary decisions. This way performance calibration meeting may help a manager to modify the rating after the discussion.

Another factor to consider when calibrating your system is the comparison of current data with historical data for individual departments and for the entire company. By doing so, a manager can better understand an employee’s performance in your organization as a whole.

Avoid forceful implementation:

You should not force or even try to retain a consistent distribution of ratings – quarterly, annually, or departmentally. It is quite common for employees to observe some variation in their performance with time. As a manager, you should always remember that consistent performance measurement is the key, not employees’ consistent outcomes.

Calibration can be carried out once all the information has been collected. The managers should adjust employee evaluations as deemed appropriate to align with a company’s objectives.

Feedback:

Once necessary adjustments have been made, managers can communicate their performance reviews with their employees and engage in direct discussions about those reviews. 

At this point, managers should have more confidence in the validity of their reviews. Similarly, employees should feel the same about the evaluation process.

Also read: How to provide constructive feedback to your employees?
Performance Reviews

Procedure for Kicking-off Performance Calibration Meeting

To get you started with the Performance Calibration meeting, here are the procedures:

Establish a positive tone: Thank participants for attending the Performance Calibration meeting. Make sure participants understand the significance of the meeting and encourage full engagement by stressing the importance of performance calibration.

Ensure confidentiality: Make sure that the meeting’s content, as well as any outcomes, remain confidential. 

Examine rating scales: Before discussing employees’ ratings, take time to review your organization’s scale and system, used to measure performance.

Comparison of performance distribution: You can compare the pattern of performance to the hoped-for performance distribution (decided by managers) or by comparing it to the previous period.

Employee’s performance ratings: In the next section, discuss each employee’s performance ratings. Managers should explain their ratings and explain the rationale for them.

Obtaining opinions: Attendees should be given an opportunity to voice their opinions if they feel an employee’s assessment is biased or if they want to add something to the review.

Adjust ratings as needed: If managers need to change any ratings, they can do so during the meeting.

Express gratitude: Express thankfulness to participants for their time and dedication for making sure employees receive honest and unbiased feedback.

Benefits of Performance Calibration Process

Identifying top performers:

Performance appraisals are designed to distinguish top performers from average or subpar performers and to reward and retain high performers. 

Organization benefits:

For HR and senior management of the company, managers’ performance calibration ratings on employees’ objectives, competencies, and other factors help to set benchmark or traits of a top performer. Furthermore, the ratings can be used not only to determine a pay raise but also to make a decision on promotion and development plans. Thus, with the benchmarks set, organizations can benefit from performance calibration massively as performance becomes quantifiable. 

Performance ratings are more accurate:

By calibrating performance ratings, managers are able to provide more accurate evaluations. Calibration problems can chase high performers away if they are not rewarded for their performance. Therefore, it is crucial to ensure performance ratings are accurate and reliable. The performance calibration process ensures that all employees are rated on the same standards. 

Accountability and transparency:

Managers are held jointly accountable for the performance assessment ratings created for all employees. Managers can gain new insight into employees’ performance by discussing their performance collectively. Discussions among peers could bring transparency in regards to the way managers tend to give ratings – which can be generously or sternly. 

Establishment of a new supportive organizational culture:

Performance calibration is a necessary activity for organizations that have undergone a merger or acquisition. There will need to be an alignment of cultures and performance benchmarks. Merging multiple performance principals through the performance calibration meeting can facilitate the establishment of a new reliable and encouraging organizational culture.

Brings clarity:

During a performance review calibration meeting, if a manager shares and clarifies the rationale for the performance appraisal ratings, it would serve as an example for other managers too. 

Consequently, others managers too will be equipped with supporting reasons for the employees’ ratings, next time a Performance Calibration meeting occurs, eliminating any form of bias. This enables the management team to better understand and reinforce the key performance indicators.

Increases the feelings of equitable treatment:

It is important that employees believe their managers are evaluating them fairly, since compensation, promotion, and succession decisions are based on performance evaluations. Also, organizations may face challenges such as low productivity or a high attrition rate when employees feel they are treated unfairly. Thus, when the performance ratings are accurate and clarified, employees are more likely to perceive the performance appraisal process as acceptable.

Conclusion

Performance Calibration is an indispensable aspect of any performance appraisal cycle. It not only ensures that employees’ performance evaluations are unprejudiced and genuine but also makes the working culture conducive for having a successful workforce. 

Therefore, if your company tracks and measures an employee’s performance manually, you can boost it through an automated evaluation system with Performance Review Calibration measures incorporated within it. This can be achieved through Engagedly’s performance review system, with the parameters of Performance Calibration embedded within it. 

Performance Management Tool


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A Newbie HR’s Guide To Great Performance Review! [Infographic]

Performance review may seem like a pain, but they are important for organizational growth. When structured thoughtfully, it allows employees to receive feedback from their team lead or manager regarding their performance and suggestions on areas to improve. However, there are different types of performance reviews that can be used to rate the employees. It is important to understand which type of review will be suitable for your organization.

Continue reading “A Newbie HR’s Guide To Great Performance Review! [Infographic]”

You Received Negative Performance Review, What Next?

While giving negative feedback can be really hard for managers, it isn’t any easier for the employees to receive it and instantly be motivated to improve their performance.

A negative performance review can be tough to accept and may sometimes demotivate you, but it is important to bounce back and drive yourself to the next level of success. Knowing that you failed at your job can be upsetting; especially when you are more used to appreciation than criticism.

Continue reading “You Received Negative Performance Review, What Next?”

The Complete Guide to the Employee Performance Review

Not everyone is a big fan of performance reviews. Managers and employees dread it alike. And studies show that most leaders find it a sheer waste of resources. 

But then, why does every other organization conduct employee performance reviews? 

The answer lies in understanding its importance. Employee performance review, or performance evaluation, isn’t just a process of identifying the most talented employees and rewarding them; it is about creating a performance-driven, data-backed, and employee-centered culture that helps employees and organizations accomplish bigger goals. 

Research has shown that organizations that conduct effective performance reviews are 1.4 times more likely to meet their financial goals, have a more engaged workforce (2.7 times), and are 4 times more likely to encourage appropriate risk taking.

 

research on employee performance review

 

Effective performance reviews help employees and teams improve their performance and lead organizations to better business outcomes. In this article, we will understand the intricacies of employee performance reviews and discuss the following:

What is an Employee Performance Review?

An employee performance review, or performance evaluation, is an assessment conducted by a manager to review the overall performance of an employee during a particular time period. The review provides managers with an opportunity to discuss the employee’s strengths, weaknesses, and opportunities. 

It is a two-way conversation that generally involves asking questions, offering feedback, setting goals and expectations, and making a rational and empirical analysis of an employee’s overall contributions.

two way conversations in a performance review

A performance review is meant to leverage the talent by offering them guidance, appreciating their efforts, motivating them to perform better, and discussing the learning and development opportunities to enhance their skills. 

It is a process that helps managers identify the potential of their employees and offers a constructive approach to guide them on the path of their highest potential.

Performance evaluations serve multiple functions in organizations, but the most rudimentary among them are:

  • Ensuring effective communication and providing feedback to employees
  • Help change or alter the behavior of employees so as to make them more productive and aligned towards organizational goals
  • Planning for future assignments and projects based on the data gathered during the employee review process

For a long time, organizations have relied on traditional performance reviews of conducting annual assessments, but with the change in the global business market, most organizations are moving towards a continuous review process. 

Companies like Google, Adobe, Microsoft, and Accenture have completely replaced their traditional review systems with a more frequent and accessible process. It usually involves conducting frequent check-ins, providing on-going feedback, and establishing clear communication between managers and employees.

Performance Review Process Flowchart

The following infographic highlights the complete performance review process followed by organizations.

performance review process flowchart

Types of Employee Performance Review 

Performance reviews are constantly evolving. What was once a top-down approach has now metamorphosed into a holistic, continuous, and dynamic process. Though the top-down approach is still in practice, it is loaded with inconsistencies that cause disengagement among employees. 

A more practical approach towards employee development and engagement is to conduct continuous performance reviews. As modern HR strategies talk about improving the employee experience, it is important to incorporate a wholesome and action-oriented review approach that helps employees in their personal and professional development. 

Overall, organizations use different types of reviews to rate the performance of their employees. You can refer to the below list to understand which process will be more effective and suitable for your organization.

Annual Performance Review 

annual employee reviews

A form of traditional review wherein a manager and employee discuss the various aspects of employee performance once a year. It usually takes into consideration the annual accomplishments, contributions, and challenges of an employee and offers feedback based on the discussion. Most organizations are transitioning from annual reviews to more frequent and actionable processes. Also Read: Problems with annual performance reviews

Semi-Annual Performance Review

semi annual employee evaluation

Held twice a year, once at the beginning and the other one towards the middle of the year, semi-annual performance reviews provide opportunities for adjustments in the plan and to take corrective action, if required. 

Quarterly Employee Performance Review

quarterly staff reviews

Quarterly reviews help managers take quick action on the performance of their employees and make adjustments to the plan during the review meetings. It is a more proactive approach towards improving employee performance.

30 60 90 Day Employee Performance Review

30 60 90 Day Employee Performance Review

30 60 90 Day performance review is a review process used specifically for new hires during their probationary period. Managers assess the performance of new employees on their 30, 60, and 90 day anniversaries and offer them support to easily transition into their new roles.

360 Performance Review 

360 employee Performance Review

In a 360 performance review, employees get feedback from the people they deal with quite frequently. It usually involves input from the manager, direct reports, clients, vendors, customers, and employee self rating. It is one of the most effective ways to understand the strengths, weaknesses, and behaviors of employees that affect their performance. 

Peer to Peer Performance Review

It is a multi-rater approach in which co-workers review the performance of their peers and evaluate them on their skills, competencies, behaviors, attitudes, and various other aspects. Peer to peer review provides a holistic view of employee performance and helps weed out any bias and inconsistencies.

Employee Self Evaluation

It is a form of review in which employees assess their own performance during a particular time period. By highlighting their aspirations, goals, and challenges at work, employees give a fair view of how they think and feel about their work.

As per Arthur Worsley, Founder, The Art Of Living, employee self evaluation is becoming more integral to the efficacy and effectiveness of performance reviews. It allows management to understand where it’s doing well and where it needs to improve, according to the employees.

They are a great way to determine the essential areas each individual employee needs further support in. The more effective your support provision, the more likely that your employees’ performance will improve and the more likely you’ll be able to retain them for the long term.

Benefits of Performance Review

The purpose of conducting performance reviews is multifaceted. It helps in setting a performance benchmark and evaluating employees against it. It helps managers identify their most potential employees and those whose performance is not on par with the set standard. Furthermore, managers use reviews to understand employees’ personal ambitions and align them towards organizational objectives. 

Performance appraisals help employees evaluate their own performance and provide them with comprehensive feedback to hone their skills and alter their attitudes and behaviors for higher performance and productivity.

Conducting continuous performance reviews can be extremely beneficial to your organization. Effective, planned, and structured reviews can help achieve the following:

  • Maintain a record of employee performance and use it to create a customized development plan for every employee
  • Identify strengths and weaknesses of employees and assign them projects based on this knowledge
  • Create a performance plan at the beginning of the year and set clear expectations 
  • Enhance employee engagement by making employees a part of the organizational journey
  • Increase performance and productivity by motivating employees
  • Improves communication between employees and managers
  • Improves organizational effectiveness and efficiency in achieving goals and objectives

Performance Review in a Hybrid Workplace (Process)

Effective performance reviews can lead organizations towards success. It helps increase employee engagement, productivity, and the overall efficiency of the organization. Furthermore, it helps both managers and employees improve relationships and collaborate to achieve higher goals.

But then why do most managers and employees feel uncomfortable just with the idea of a performance review?

According to a survey conducted by Gallup, only 14% of employees agree that performance reviews inspire them to improve. Another report by Deloitte found that 58% of HR managers think of performance reviews as an ineffective use of time. 

Traditional performance reviews with a top-down approach do more harm than good. Most leaders believe that traditional performance reviews are ineffective and actually make the performance worse about one-third of the time.

Max Wesman, Chief Operating Officer at GoodHire, views traditional performance reviews as ineffective and a waste of important resources. As per him, traditional performance reviews, which were once a cornerstone of the workplace, have since faded into obscurity as the global workplace takes shape and adapts. Most workers resent the performance review process—as do many managers—owing to its focus on punishing and reprimanding rather than fuelling positive change. In response, formal appraisals have since been gradually replaced with frequent, informal check-ins that reward employees for productive behavior rather than chastise them for past mistakes.

The challenges of employee evaluations have been further aggravated by the hybrid work environment. 

Most managers haven’t met their team members in-person, which leads to biases and unclear perceptions about their performance. With a growing number of employees opting for remote and hybrid work, it becomes increasingly difficult for managers to provide fair and accurate evaluations of their employees. 

If you are facing similar challenges, then follow the below employee performance review process to conduct meaningful employee evaluations in a hybrid workplace.

Create a Standard Employee Evaluation Criteria

To avoid any bias and inconsistencies creeping into the process, it is better to create standard evaluation criteria. Managers should discuss the criteria with employees before the start of the year. HR managers and leaders must ensure that every employee is aware of the performance evaluation process being followed by the organization.

Bonus Tip: Use a real-time performance management system like Engagedly to create a standardized process for employee evaluation.

Review Employees Based on Their Monthly, Quarterly, or Annual Goals

Evaluating employees based on the achievement of their goals is the best way to conduct performance reviews. Whether your employees work remotely or from office space, setting and tracking goals helps keep their efforts aligned in one direction. 

Moreover, employees have something to look forward to every day. They are clear about their tasks and responsibilities and know that their performance appraisals will be based on the goals discussed during the performance planning process.

Bonus Tip: Use aspirational and committed OKRs to monitor the performance of your employees.

Use 360-Degree Feedback for a Comprehensive Performance Review

Using 360 degree feedback provides employees with a more equitable, fair, accurate, and holistic review of their performance. It also helps in eliminating personal bias as there are multiple reviewers in the process. 

In fact, research has shown that feedback from peers is more effective at improving performance and enhancing engagement in the workplace.

Bonus Tip:  360 degree feedback should be conducted every quarter to monitor changes in an employee’s performance and provide them with guidance to overcome any challenges.

Use Performance Management Systems to Track Employee Performance

A performance management system like Engagedly helps in continuous tracking and analysis of employees’ performance and provides insights to leaders to take appropriate action. It provides an overarching mechanism for evaluating performance, creating customized learning paths, and developing talent towards optimal performance. 

Talent Management Software

Tips for Conducting Effective Performance Reviews

Just like an effective employee evaluation review drives performance, an ineffective one leads to disengagement and can even leave employees feeling disconnected from the organization. It is therefore important to understand how to effectively conduct performance reviews that support employees and encourage them to work towards their betterment. 

The crux of conducting employee reviews is to create a conducive environment that encourages employees to openly talk about their achievements, challenges, aspirations, and inhibitions. 

Performance Review Employee Experience Infographic

Managers must ensure that they provide a positive environment for their employees to ask questions and be more involved in the review process. 

The following tips will help both managers and employees get the most out of their review discussions.

Performance Review Tips for Employees

  • Be prepared for the review process
  • Keep records of accomplishments handy
  • Listen carefully and ask for clarification
  • Ask more questions to have a clear and effective discussion
  • Discuss your personal and professional goals
  • Ask for help in areas you need improvement

Also Read: How to conduct performance review for managers

benefits of performance assessments

Performance Review Tips for Managers

  • Prepare for the review meeting
  • Keep employee performance notes handy while conducting the review
  • Be specific about the feedback
  • Talk about behaviors and attitudes that help employees excel
  • Keep compensation out of the review 
  • Cite instances and examples of both good work and areas of improvement
  • Be more empathetic and involved 
  • Learn how to write performance reviews effectively

Employee Performance Review Best Practices

There is a fine line between an effective performance review and a bad one. When done right, performance evaluations lead to motivation, goal alignment, and enhanced productivity and engagement.

On the contrary, a badly conducted review can stray your employees from the path of optimal performance and can even lead to disengagement and frustration among them.

A performance review is an opportunity for both managers and employees to create bridges and find ways to overcome challenges and celebrate accomplishments. That’s why it is suggested to conduct frequent reviews rather than wait for problems to grow bigger. 

Also Read: Performance Review Phrases And Wordings To Use

Without proper execution, performance reviews fail to fulfill their purpose and eventually lead to a waste of time and resources. The review process laid out in the previous section, along with the below performance review best practices, will help to get the most out of the discussions.

Also Read: 5 Ways to improve performance review process

Employee Performance Review Template

A performance review template helps conduct effective reviews in a strategic and action-oriented manner. A customizable template allows reviewers and human resource managers to make adjustments to include/exclude the evaluation parameters and create a standard performance review form for employees. 

Depending upon the areas of assessment, you can use different evaluation forms to have open and two-way communication with your employees. Furthermore, it helps keep track of employee performance records in one place and can be used during appraisals. 

A performance review template should be

  • Clear, concise, and easy to follow
  • Provide an in-depth analysis of the evaluation parameters
  • Offer insights to gauge the overall employee performance
  • Assist in development and career planning of employees

Concluding Words

Performance reviews don’t have to be dreadful. Instead, they should motivate and empower employees to make strategic changes to be more productive and resourceful for the organizations. Only by making reviews continuous, on-going, and action-oriented can organizations get buy-in from employees and use the data insights to leverage their talent and achieve higher goals. 

Employee Engagement



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5 Ways To Improve Your Performance Review Process

A successful organization relies heavily on the dedication and efficiency of its workforce. Employee performances help steer the organization on a path of success and growth. Hence, monitoring and reviewing the performance of employees is essential. 

Unfortunately, an annual performance review process is often seen as a dreaded activity by both; managers and employees. This makes us wonder why such an essential activity can be perceived as an ordeal. The answer lies in the way traditional performance appraisal processes are conducted. 

The modern workplace is in crucial need of change in these methods. The performance evaluation processes should be able to provide the employees with information, motivation, feedback, and clear instruction about how they can improve productivity and contribute to the organizational goal.  

Also read: Coaching Vs. Managing: Know The Difference

Employee performance review has immense potential for increasing employee engagement, reducing turnover, and creating a robust and motivated workforce. However, this requires addressing the present issues with the performance review system. 

Also, failure to conduct the performance appraisal efficiently can lead to lower employee morale, high employee turnover, and overall dissatisfaction in the workforce.  

Steps to enhance the performance review process

According to Gallup study, only 14% of employees feel motivated by the employee performance review in the organization.

As shocking as these numbers are, it represents a significant loophole in the current performance review system. To make the company performance review process effective, you need to take cautious steps to enhance the system.

More frequent performance reviews

Performance review is not a onetime function, but an ongoing process. Employees require feedback and inputs from their superiors much more frequently. 

Annual performance reviews measure employee performance at a particular point in time. The year-long performance of the workforce does not receive adequate attention in the annual appraisal. Hence, it is not a true indicator of productivity and efficiency.

Frequent inputs allow the individuals to understand the parts of the process that are deriving desired results. Also, it helps in the early identification of any discrepancies. It helps to address them on time. 

Managers can have bi-annually or quarterly employee performance reviews, which can be accompanied by frequent rounding sessions. Weekly or even daily rounding for outcomes can help improve performance. 

Also read: Employee Wellbeing And Absenteeism At Work

Frequent performance reviews can provide the following major advantages. 

  • It helps in establishing a point of communication and strengthens the connection between employees and managers
  • It helps in identifying factors that drive success and enable employees to achieve organizational goals
  • Rounding sessions can help in laying the base for annual, bi-annual, or quarterly reviews
  • It facilitates early detection and address of pain points
  • It provides employees with an opportunity to communicate their requirements and challenges

Shifting focus from past events to the future outcomes

Performance reviews serve as a useful medium for evaluating and improve employee performance. However, often it turns into a one-sided conversation where the managers vent out about the mistakes made by the employees. 

This conversation does not bring any positive improvements. The mistakes have already been committed in the past, and they are well beyond the control of any individual. A more productive conversation should be focused on ways and means to improve performance in the future.

The managers should try to establish an environment where employees can freely communicate the issues or challenges faced by them and suggest ways that can help in tackling these issues and improve performance. 

Asking specific questions to employees will help in improving communication and employee engagement. Managers will find it easier to identify means to develop the skills of the team members. Also, you can enquire about what resources they think can help contribute to their success. 

The benefits of having a productive conversation with employees are: 

  • It shifts the focus from past events to future growth and success
  • The employees feel that their grievances and challenges are heard and understood
  • The managers can recognize employee requirements for special training or other resources that will help in the development of their skills.
  • It helps in boosting employee engagement and motivation.  

Having objective criteria for performance appraisal

The performance review system often has criteria like communication skills, professionalism, or being a team player. As important as these attributes are for employee success, they are not clearly definable or quantifiable. 

While it is easy to identify and condemn unprofessional behaviour, rewarding or rating professional conduct can be difficult. The interpretation of these attributes depends on the subjective judgment of a manager. 

To make the company performance review process more effective, it is essential to set objective standards for measuring employee productivity. These measures should be clearly defined and communicated to the employees. 

Also, the review process should be driven by data and not the perception of managers. Setting objective standards enables employees to tie their efforts to the desired outcomes. It also makes the evaluation process easier for managers. 

A few benefits that necessitate setting objective criteria for the review process are:

  • It helps employees feel motivated to pursue their goals. 
  • It makes the evaluation process easier for managers. 
  • Since the performance standards are easily defined, it removes room for subjective interpretation, judgment, or bias. 
  • It provides employees with a sense of accomplishment. They can measure their achievements.
  • It is easier to find and address any hindrances in achieving the set goals. 
Also read: 7 Ways To Curb Workplace Negativity

Invest in performance review software and technologies 

Technology has created an unprecedented impact on how an organization conducts business, interacts with customers, and manages its daily operation. However, some companies are still relying on age-old paper-based systems for performance evaluation. These conventional methods are prone to manual errors and inefficiencies. 

Hence, to enhance the company performance review process, you need to take advantage of the latest technologies. A company can employ performance review software to manage, supervise, and improve the productivity of its employees, teams, and departments.

Most performance review software  enable you to set targets and track progress in real-time. The goals for individuals, teams, and departments are clearly defined, and they all align to contribute to organizational goals. 

It also helps in establishing communication between managers and team members where they can exchange feedback to improve performance and productivity.

Some of the benefits of using technology for performance review are: 

  • It improves goal setting by providing employees with personal goals that align with overall organizational objectives. 
  • It boosts productivity, as the employees are under constant supervision. 
  • Managers and team members can communicate virtually. Hence, it provides a platform for consistent feedback. 
  • It enables employees to monitor and measure their own performances. 
  • It helps in automating the performance evaluation process.

Dedicating specific time for the review

The organizational roles and responsibilities often force employees to dedicate their personal time to their work. They do not receive any overtime pay for such work. Although most employees are driven by their career goals, they may not be willing to allocate their extra hours for performance review.

If the managers do not allocate specific time for performance appraisal, the employees may feel overburdened. Also, this may make the whole process seem like a tedious task that the employees want to escape at all costs. 

To avoid such a situation, managers need to free up their time to make room for the review process. If you want your employees to understand the importance of the performance evaluation system, you need to lead by example. 

When managers put aside other tasks to free up time for the evaluation process, the employees are more likely to take the process seriously.

The benefits of dedicating specific time for performance review are:

  • Helps employees understand the importance of the performance evaluation process
  • Reduces the workload of employees and increases engagement
  • Makes the evaluation easier and more convenient for team members, as well as manager
Also read: Employee Rewards And Recognition During COVID-19

Conclusion

According to the Council of Employee Benefits, a company with a workforce of 10, 000 employees undertake a performance review expenditure of around $35 million. However, 95% of HR leaders feel that these expenditures hardly bring the desired results. 

Every challenge in business provides an equal opportunity for progress. Hence, there is a scope for improvement in the performance review system to make it more effective. 

Changing the way a company conducts its performance review may seem like a daunting task. However, to fuel organizational growth and success, the managers need to develop the skills of team members in every department. 

Also read: Employee Feedback Software Features To Simplify managers’ lives

The modern performance review process should replace the outdated method of evaluation and aid in improving employee experience. It should foster two-way conversations that are focused on future growth and success.

Also, the annual reviews should be replaceable by a more frequent, transparent, and collaborative evaluation system. The metrics for evaluation should be objective and clearly defined.

The evaluation method should be driven by technology and information. Hence, there should not be any room for bias against any individual or group.


Learn how Engagedly can help you improve your performance review process by requesting us for a demo!

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10 Employee Performance Review Tips To Improve Performance

Performance review is a term both managers and employees dread hearing. Most managers think it’s a waste of time, and most employees believe it doesn’t improve their productivity. Research has found the old traditional once-in-a-year employee performance review is becoming very unpopular. 

A study published by Workhuman showed companies using annual performance reviews declined on a year-to-year basis from 2016 to 2019. It reduced from 85% to 54% in the years under study. There is talk of the growth of more agile companies that will succeed from continuous feedback, and the rise of the 360 degree feedback system is one sign of this change. 

This article will explore the meaning of an employee performance review, the benefits of using them, and tips to improve it.

What is a Performance Review?

A performance review is an assessment carried out by managers to rate the performance of employees over a specific period. The goal is to help the employees improve on their weaknesses while also encouraging and rewarding them for good work. In the past, most companies conducted annual performance reviews to look retrospectively and grade the employee, which would qualify them for a bonus or promotion. But now it has become more future and development focussed.

Most of the feedback wasn’t helpful since they were after many months. Recently, companies have adopted quarterly, monthly, and some weekly reviews to improve the effectiveness of the employee performance review. Noting that a frequent review will lead to improved performance from the employees, leading to better results for the company.

Benefits of Performance Review

Conducting an employee performance review can lead to many benefits for a company. In this section, we will discuss some of them.

  • It Helps Employees to Stay Engaged 

An employee performance review helps to keep the employees engaged. Most employees want feedback for their work, and studies have shown a 23% increase in a company’s profitability if they have an engaged workforce.

  • Recognize and Reward Achievements

A job performance review is also a time to reward the achievement and efforts of their workers. Doing this will serve as an encouragement and incentive for them to work harder and do more for the company. Statistics have shown that recognition is an excellent incentive for employees, and employees quit their jobs because of a lack of recognition. Rewards like bonuses and promotions are powerful incentives for employees.

Also read: Employee Rewards and Recognition For An Engaged Workforce
  • It Addresses Areas that Need Improvement

An employee performance review is vital in helping to address the areas that need improvement. The manager and staff can discuss the areas that need fine-tuning and discuss the steps, training, or activities they can incorporate to help them improve.

  • Provides a Place for conversation 

A review is also a time when a two-way conversation can take place. Since daily activities may not permit the time to sit and have long discussions on performance, a performance review is a perfect occasion. The conversations can cover topics ranging from hindrances stopping the employee from doing their job to advice or tips on their career path. It can be a place to find guidance and motivation. 

  • It Improves Communication

A crucial benefit of an employee performance review is it helps to improve the communication between the team or group. It helps to clarify the goal and aim of each individual in the organization. Misunderstandings about carrying out an assignment or project are removed through frequent reviews. It also can help to provide regular guidance and direction.

Also read: How Internal Communications Can Align Your Employees With Organisational Goals

Tips To Improve Employees Performance

90% of HR leaders believe annual performance reviews don’t reflect accurate information, while 51% of employees believed their performance review was wrong. There is a cry to improve performance reviews, and in this section, we will help by giving some tips we think will be helpful to you.

  • Learn to Host Regular Review Sessions

The first tip is to adopt a culture of hosting regular reviews. If an annual performance review is the only source of feedback your employees receive, then it’s likely they aren’t performing at their best. Alternatively, if you are a manager, you can adopt a walk-in feedback session, a monthly or a quarterly review session. Practising this allows you to monitor your team closely and gives you more data to work with when giving an annual review. 

  • Prepare For the Meeting

This point is obvious, but it’s vital to re-emphasize it. Preparing for a meeting is on two levels. Since you are not going into a meeting with yourself, schedule a time convenient for both of you. You can share your calendar with your team and agree on the dates to meet with each of them. 

You should also collect all relevant data on the employee. Use the 360 degree feedback system to help you collect feedback from colleagues, other managers, clients, and peers, along with your notes. You will have the data needed for an objective review. The last thing to do in preparation is to have a list of topics you will discuss. 

You can decide to share the subjects with the staff, but we advise you to give the employee some heads up on what you will discuss. Doing this will make the process less anxious for both the manager and the employee.

  • Clear definition of Performance Criteria

Have a clear criterion to measure excellent performance is. The company should provide a proper explanation and detailed breakdown for both the manager and the employee. There should be a rational way to measure impact and define success. 

A system that allows and accurately describes the quantitative and qualitative aspects of the rating. This clarification is to limit bias and unjust ratings, bringing about transparency.

  • Ask the Right Questions

An employee performance review session is not an interrogation session. The employee should see you as a coach or mentor. Ensure your questions are not ‘leading questions’ in nature. Leading questions makes assumptions. 

A good example is, “I saw you taking your time with the assignment. Why were you struggling?” This question assumes the employee struggled because they took their time on the project. It puts the employee on the spot, making them more likely to lie – rather than correct that notion (If wrong). 

The manager can phrase the question as “What was easy and difficult about the assignment?” This question gives room for the staff to explain themselves. If the assignment is difficult or easy, you will hear it in their explanation. Other generic questions you can ask include:

What obstacles did you face?

What accomplishment are you proud of? 

Remember, the aim is not to come on as a judge, but to appear like a coach. 

  • Improve on How Feedback is Given 

Feedback is one of the crucial aspects of a job performance review. In sharing feedback, avoid falling in the feedback sandwich loop. A feedback sandwich is when a manager gives positive feedback and then follows it up with a negative one before finally crowning it up with a positive one.

While the intention is to soften the blow of the negative comment, it can have different effects on different recipients. Some may decide to ignore the positive part of the comment, while others take only the positive portion. This style defeats the goal of employee feedback. 

Instead of the sandwich method of giving feedback, use an approach that separates positive and negative feedback. An example is if you are giving negative feedback, provide examples of how their actions are affecting the business or teammates in real-time. Ensure the person understands this and then suggest potential solutions to address it or them. 

The positive feedback should also highlight how well the employee has done and how well their actions have helped move the department or company forward. The whole point is to be straightforward when giving feedback.

Also read: 10 Best Employee Feedback Tools To Track Performance
  • Constructive Feedback

Constructive feedback is a type of feedback where managers try to provide feedback to their employees constructively. The main aim is to share feedback in a way which doesn’t discourage them and instead make feedback a yardstick for growth and development. It helps employees to solve their work-related issues and problems.

  • Be an active listener 

A performance review is a two-way discussion and, in as much as the employee is the one receiving their review. It is vital to listen to what they have to say. When managers listen, they show their employees they care about their growth. 

This view is powerful because it determines if the employee sees you as someone on their side or not. It’s easier to take feedback from someone you feel is trying to help you. To ensure you are listening to your team members, summarise what they have said and repeat it to them. 

Try not to ignore them and give a rehearsed answer as this shows them you didn’t listen to them but only heard their voice.

  • Get the employee feedback on their performance

Days before the reviews, give the employees their review form to fill. Let them also score themselves and provide honest feedback on what they have done so far. You will be shocked by how self-aware some of them are. 

This makes the conversation flow naturally, and it’s faster to agree on the steps to take going forward. You will have some problems if you perceive the employees differently from how they perceive themselves. Then the manager and the team member will discuss why they see things from different views for the performance review.

  • Decide on the next steps

A good tip for a review is to have an action plan. It isn’t enough to give feedback on areas to improve, but also practical steps or actions the employee can take. A good employee performance review should leave the employee feeling motivated and directed at what to do next.

  • Follow-up

A performance review should be an ongoing exercise and shouldn’t stop when the employee leaves. A follow-up is also part of the process. Keeping tabs on the employee’s performance will help them stay accountable and bring out the best in them.

Using Software In Performance Review

Gathering data, monitoring goals, and giving feedback to a team of individuals is time-consuming and hectic. A study found it takes a manager an average of 17 hours to prepare for an employee performance review. Monitoring and giving feedback in real-time can help improve productivity and create a culture of regular feedback. 

An employee performance review software makes the process simpler and effective. Most performance review software has inbuilt and integrated 360 degree feedback, goals, feedback, survey, learning, and recognition modules. So, using employee performance review software makes the complete process more holistic. Moreover, all the information regarding an employee is available at the same place and allows everyone to access historical data on employee performance.

Conclusion

In conclusion, improving the performance review of any company will require the organization to take a step back and look at what they are doing wrong. It requires them to understand and know their employees and take steps in the right direction. The tips which we have mentioned above will make the process more effective.


Do you want to know how Engagedly can help you with employee performance review? Request a demo from our experts.

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Annual Performance Review For Modern Workforce

Performance evaluations are crucial for any organization since they assist in determining an employee’s contribution and an appropriate level of compensation for his efforts, such as a pay raise or promotion. Effective quality assessment techniques also assist businesses in determining where their employees stand in terms of their skills, talents, and potential flaws.

What is an annual performance review, and what does it entail?

The ‘annual performance evaluation‘ process is vital to an organization to measure productivity and develop ways to achieve better results.

Performance assessments are conducted in the form of a ‘yearly performance review’ or a ‘quarterly performance review,’ in which an employee’s overall performance and output are assessed against a set of clearly defined standards.

Performance management is indispensable not only because it determines an employee’s salary increase and promotion, but also because it correctly assesses an employee’s abilities, strengths, and weaknesses.

Traditionally, performance evaluations happened once a year and were primarily concerned with analyzing prior performance. Modern performance evaluations take place once a year, quarterly, or monthly, with the goal of driving and enhancing future employees’ results.

Also read: 10 CHARACTERISTICS OF THE MOST EFFECTIVE PERFORMANCE MANAGEMENT SYSTEM

Traditional Performance Appraisal Techniques

Here are some of the common traditional techniques:

  • Appraisal through an essay.
  • Ranking Methodology.
  • Checklist Methodology.
  • Comparative Analysis.

Since traditional annual performance review uses a point-based or rank system to assess an employee’s contribution, it fails to capture the overall performance and productivity of an employee, which are based on many other parameters too. 

Modern Performance Review Techniques

Due to the shortcomings of traditional evaluation techniques, modern performance review techniques were created. It focused on all possible parameters to capture the overall performance and productivity of an employee. Some of the parameters that made it stand out were:

  1. 360 Degree Feedback
  2. Establishing Objectives
  3. BARs
  4. Checklist Methodology
  5. Assessment Center Methodology

Let’s have a look at how these various annual performance review techniques and their usefulness.

Methods for Conducting Actionable Performance Reviews

Organizations may improve employee performance by using the appropriate performance evaluation approach. In fact, a smart strategy for evaluating employee performance may make the entire process more efficient and enjoyable.

So here’s a closer look at some of the most popular modern performance techniques.

1. 360 Degree Feedback:

Known to have originated in 1930, 360 degree feedback is a multifaceted performance assessment system that assesses an individual based on input from their circle of influence, which includes supervisors, colleagues, customers, and direct reports. This strategy will not only remove prejudice in performance assessments, but will also provide a clear picture of a person’s abilities.

The following are four essential components of this evaluation method:

  •  Self-evaluations:

Employees may use self-appraisals to reflect on their performance and identify their strengths and limitations. Self-appraisals without defined forms or formal processes might become liberal, indecisive, and prejudiced.

  • Managerial evaluations:

Managerial performance evaluations are a conventional and fundamental method of assessment. These evaluations must contain supervisory assessments of individual employees as well as senior managers’ evaluations of a team or program.

  •  Peer evaluations:

Peers are the most relevant evaluators, as they are the ones with whom one works with closely. These evaluations aid in determining an employee’s capacity to work effectively with others, take initiative and contribute consistently. Peer camaraderie or enmity, on the other hand, may skew the final judgment findings.

Also read: THE IMPORTANCE OF PEER FEEDBACK AT WORKPLACE
  • Testimonials from customers or clients:

Internal customers refer to product users inside the business. External customers are not employees of the organization but they maintain contact with an individual employee of the company on a regular basis.
Customer evaluations may help assess an employee’s production more accurately, as they may offer an impartial view.

360 degree feedback has a number of advantages

  • Acts as a platform for the activities such as mentoring, counseling, and professional development.
  • Encourage people to engage in their knowledge growth and to accept change.
  • Integrate performance feedback within the company culture to increase employee engagement.
Also read: 360 DEGREE FEEDBACK: BEST PRACTICE GUIDELINES

2. Setting goals using the MBO and OKR methods

  • Management by Objectives (MBO).

In its most basic form, Management By Objectives is a way for establishing objective-based goals. Employees and management work together to accomplish objective-based goals. Management and the employees address and re-examine these objectives from time to time.

This employee performance evaluation technique is further divided into four parts:

  1. Setting objectives: The management and the employees discuss what objectives they need to establish. 
  2. Standard of performance: This is the benchmark that defines how to achieve these objectives. To put it another way, to what extent must these requirements be fulfilled in order to attain the set objectives.
  3. Comparison: A comparison is made between the time the objectives were established and a certain period in the future, such as three or six months. Managers and employees can both observe the improvements that have occurred.
  4. Review on a regular basis: Employees and management meet to discuss the employee’s progress. The next step is to inform the employees on what aspects they need improvement. It also involves discussing which targets have been achieved or surpassed, and how to attain the objectives.
Also read: SETTING OKRs FOR SUCCESS IN 2022
  • The OKR (Objectives and Key Results) Methodology

Objectives and Key Results (OKR) is a prominent goal-setting methodology that helps businesses to establish and execute strategies efficiently. 

The framework has many advantages, including a stronger emphasis on important goals, more openness, and improved (strategic) alignment. OKR does this by focusing employees and their efforts on accomplishing a set of shared goals.

An OKR comprises: 

Objectives: Objectives are like future goals. Objectives guide employees toward the goals to be achieved in a certain period of time. An Objective determines the course of action, much like a map’s goal. Objectives should be non-technical and devoid of metrics to ensure that everyone knows where they are going.

Key Results: A Key Result is quantifiable and must be achieved in order to meet the Objective. It includes a statistic that has a start and end value. 

Key Results track the progress of an employee toward the objectives, acting as a beacon indicating how near you are to achieving your goal. In simple words, these are the results that employees need to accomplish to reach the set objectives.

The term “Initiative” refers to all the measures and activities that will assist employees in achieving the Key Results.

The framework contains a set of guidelines that employees may use to prioritize, align, and track the results of their activities. 

OKR assists organizations in creating a link between strategy and execution, allowing them to shift from an output-based to an objective-based work style.

Check Out: OKR CONSULTING, TRAINING AND CERTIFICATION

3. Behaviorally Anchored Rating Scales (BARS)

Behaviorally Anchored Rating Scales assess an employee’s performance-related behavioral attributes. Each statement or question comprises sub-statements that explain the employee’s conduct in a particular situation. A successful BARS evaluation method is made up of several parts:

Identifying Critical Cases: It is necessary to identify a group of behaviors or important situations that have an influence on the entrusted job.

Performance Dimensions: Various performance characteristics, such as actions that affect a specific aspect of the employee’s function, are compiled. 

Measurable Scaling: Analyze improvements in behavior as per a scaling system. Employees’ strengths and weaknesses may be assessed by comparing their results on these measures.

4. Checklist Methodology

This employee performance evaluation technique is not as time-consuming as many other standard methods are. It is a popular strategy since it saves time and compares all employees on the same set of criteria.

A set of questions is given to the managers. The questions might be yes/no, multiple-choice, or statements. The responders might next indicate their level of agreement with that statement.

5. Assessment Center Methodology

The German Army first developed the idea of an evaluation center in 1930, but it has since been refined and adjusted to match today’s environment. Employees may receive a clear view of how others see them and how it affects their performance using the assessment center technique. The key benefit of this approach is that it can not only measure an individual’s current performance but also anticipate future work performance.

Advantages of an Annual Performance Review

Completing performance assessments on a regular basis may help businesses to share areas of improvement with the employees to enhance performance and productivity. The following are some of the advantages of performing an annual performance evaluation:

Creates opportunities for advancement in your career:

Employees’ career paths may improve with the aid of performance reviews, especially if they want to rise to a higher position within the organization. A frequent assessment may act as a guiding force to the employees.

Enhances efficiency:

Giving feedback encourages employees to compete better. When a manager gives anticipated comments to the employees, they are more motivated to perform better. Due to the fact that performance assessments are associated with incentives, they may help motivate and reward employees for their efforts.

Enhances employee engagement:

Employees perform better when they can understand how their activities influence the organization as a whole. Frequent performance reviews also demonstrate to employees that their manager values them and is willing to invest time in their development. This way, there is a high scope that an employee would prefer to work with an organization for a long duration of time.

Also read: DO THESE 8 THINGS TO IMPROVE EMPLOYEE ENGAGEMENT

Assists in determining training:

Companies may use performance assessments to discover which employees need more training and to choose areas for training purposes. Employers can help employees meet daily goals by providing workshops on productivity or by lowering the target quota.

Expectations are clarified:

Managers might restate their expectations for an employee during the annual performance review. This aids individuals in comprehending their everyday work tasks as well as what their employer expects of them.

Smooth flow of conversation:

Performance assessments provide managers with a scheduled and defined period to review how each employee is performing overall. Managers may coach employees and provide recommendations on how to enhance their performance during these sessions. 

This time turns out to be an ideal period for a smooth flow of conversation, with no interruptions, between the two parties. Also, employees can ask questions and address any issues they have during this period.

Assesses objectives:

Employers may assess how effectively an employee met their objectives and offer inputs on what objectives to be set for the next cycle. Establishing a goal-setting system that is updated on a regular basis ensures that employee is developing and contributing to the organization’s overall purpose.

Documentation:

Managers may monitor an employee’s progress and performance by keeping a record of their work over a certain period of time. Organizations may save each employee’s documents in a personal folder for further inspection. This allows higher management to keep a track of an employee’s performance with whom they may not have frequent contact. In the present day, organizations use performance management software to store historical data on employee’s performance.

Identifies improvement areas:

Employers who conduct performance reviews on a regular basis may identify areas of improvement on time and fix them. This is necessary before the shortcomings have a negative impact on the organization. 

Strengthens Team Bonding:

Managers and employee may use performance assessments to align their goals and brainstorm together. Meetings on a regular basis might help to strengthen ties and make the employer look more accessible. Peer evaluations allow employees to know how much their colleagues value them.

Also read: TIPS TO MANAGE STRESS OF REMOTE TEAM

Positive reinforcement:

Employees often lose sight of why they work or how an individual’s efforts contribute to the success of the organization on a day-to-day basis. Employees may be apprised of their contribution during the evaluation process. The positive feedback would motivate the employees to better their performance and productivity.

Assessing the right direction:

Employees may ask managers questions about ongoing projects and obtain further advice or direction during an annual performance review. 

Conclusion

Choosing the correct performance assessment techniques has become more important in today’s world. The reason is that it indicates an organization’s attitude toward its employees and how concerned the organizations are about their employees’ confidence, performance, and productivity.

In line with this, technology can be a useful tool to reduce the overwhelming tasks of performance review. With an appropriate annual performance evaluation tool in hand, organizations no longer need to spend hours developing and implementing performance assessment procedures. To put it in simple words, technology has evolved to an extent, where it can handle and assess the performance of the employees, based on certain criteria.


Want to know how Engagedly can simplify your annual performance review? Request for a live demo from our experts.

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How to Conduct Performance Reviews for Managers?

A top-down performance review is the norm in most organizations. Employees sit anxiously as their managers rate and rank them based on their performance during the current year. The problem is, the report is only coming from the managers to their employees and not the other way around.

Study by Gallup shows managers contribute significantly (up to 70%) to how engaged an employee is at their jobs. Another showed that 71% of managers agree that employee engagement is an important factor that affects an organization’s success. So, when direct managers influence employees’ performance, why aren’t there more bottom-top performance reviews for managers?

Also read: What Is A Performance Management System?

Although this article may not directly answer this question, we will discuss the importance of a performance reviews for managers, the points to note when conducting one, and what to evaluate when carrying one out.

What is a Performance Review?

Before we drive into the article, we will quickly define performance review. A performance review is an assessment that aims to identify strengths and weaknesses, grade the work done in the past year, and give constructive feedback to improve the person under review. The goal of a performance review is to make sure the receiver can improve.

The aim is to develop the person to contribute better to the organization’s mission. A study by emplify showed      20% of totally disengaged employees cause massive productive losses for a company. So, every individual performance review matters – including the managers.

Importance of Conducting Performance Reviews for Managers

A line manager is also an employee. The crucial difference is that they are to watch over other employees. This means they are not exempt from being reviewed either. That’s why here we show why performance reviews for management are crucial.

  • Strengthen Employee Engagement

A study by Cio showed that when employee engagement is low, it leads to people leaving their jobs, and for others, it means not giving their 100% in the office. Many employees would love to give their managers feedback to improve their work relationships, but most companies do not have that built-in into their system. A performance review for managers signals to the employee that the company cares about their voice – and wants to hear from the employees about their management. It’s a great way to boost employee engagement. 

Also read: Goal Setting Software Guide For CIOs
  • Helps to Identify Leadership Problems

Most managers in leadership positions got there because they showed consistently outstanding results or, for a select few, a reward for their loyalty. Most managers aren’t born leaders. They learn this trait while working and grow into that position with time and training. Employees carrying out a performance appraisal can help pinpoint areas of weakness their managers can work on, and other aspects that may require training.

  • Improves Work Environment

The worst kind of workplace to be at is the toxic type. And to develop a productive working space. There is a need to clear the air of tensions among workers, side comments, and unsatisfactory conditions in the office. One way of doing this is by conducting a performance appraisal. Employees who have received feedback during their performance review can also “rate” their manager. 

It’s a great way to exchange feedback and is also a good conversation starter. It allows employees and managers to be more honest with themselves. And they can work together towards improving their working condition. If management sees no improvement from the team, they can step in and handle the case themselves.

Points to Note When Conducting Reviews for Managers

While it is significant to look at a team’s review from both sides (employees and managers), it is also vital to know how best to carry out a manager’s performance review in the workplace. Unlike an employee’s review, where a manager rates a subordinate, in a manager’s review subordinates review the manager. 

This dynamic can lead to a power play by the manager, like intimidations and threats that affect the result. To avoid this, here are some steps you can take when conducting a manager’s appraisal review.

  • Make the Review Process Confidential

The most important aspect of the process is to maintain confidentiality. This confidentiality means that all the reviews should be anonymous to everyone, including the HR personnel, who is likely to be in charge of the process. Doing this gives the staff members the confidence to express themselves freely without worrying about any backlash from the manager.

  • Ask Specific Questions But Allow for Clarification

The questions should be specific. They can come in different formats, including the Likert scale questions format, Yes or no format, and open-ended formats. The Likert scale asks a question and gives you a range of options to pick an answer. 

For example: How knowledgeable is your manager about their job? Instead of two extremes, like a yes or no going for “Strongly Disagree,” “Disagree,” “Unsure,” “Agree,” and “Strongly Agree” give you a broader range of options to choose from.

Yes or No question formats are straight to the point. The questions demand that the employees give a yes or no answer. Open-ended questions need the employees to go into details. It provides room to explain the problem and suggest potential solutions for them.

Most performance reviews are a mix of two of these formats and styles. Management will need to encourage employees to answer the questions to the best of their ability to get fair reviews of the manager.

  • Take Prompt Action

It should not be all talk. Acting on the problem as fast as possible is as essential as conducting the performance review itself. This act tells the employees that you take them and the appraisal seriously. If the problems are not as pressing, management can take their time but should realize that the longer they take, the more those minor issues fester and disrupt the employees working under such managers.

  • Monitor the Process

The last point to note when conducting a manager’s performance review is to monitor the changes you have implemented. Carrying out surveys with employees, stopping by for inspections, and monitoring the performance of the manager and their team is a vital step. It ensures that the solution is long term and gives management something to compare for the next review.

What to Evaluate When Conducting the Review?

When evaluating employees’ performance, there are skills the manager assesses. They assess their work ethics, problem-solving skills, collaboration, and decision-making. In the same way, employees will need to review their manager’s skill set. We will briefly discuss them.

  • Supervisory Skills

Supervisory skills monitor the manager’s ability to organize, direct, and oversee his team. This skill will rate his ability to explain the details of a job, correct it with accurate instructions and guide their team to achieve their goals. Staff members can share their experiences of when the manager showed supervisory skills. Management can also ask staff members to share an incident when they didn’t show these.

  • Communication Skills

Communication skills are an essential skill to have in the workplace. The team members will appraise the supervisor on how well they can make their point. The staff members will review the supervisor on their ability to give clear and concise instructions.

How often do they engage in providing constructive feedback? Do they go over to re-explain a task if not clearly understood by a team member? These are also some other questions that management will ask under this skill set.

Team members will need to give examples of the manager’s communication skills. Communication can also cover communicating outside the workplace.

  • Emotional Intelligence 

In modern times, emotional intelligence has become a crucial part of management. It determines how well managers can handle conflict and embraces emotional vulnerability. The conflict may be internal, meaning a team member is battling out-of-work issues. Or external, which is between two or more team members. 

How good are they at encouraging, motivating during tough times, and connecting with their team? Can the person control themselves when angry? How does the person relate and interact with other members of the team?

Staff members will review their performance based on how their manager treats them.

  • Strategic Planning Skills

The reason companies appoint or promote most people into a managerial role is because of their strategic planning skills. They will assess the manager based on their ability to plan, if the manager had the foresight of noting the organizational goal while planning for the team, and how well they adapt when unforeseen circumstances render the initial plan useless. Strategic planning will mean the manager is knowledgeable and flexible enough to make calls that benefit the team and, by extension, the company.

Also Read: How To Build A Successful Upskilling And Reskilling Program

Conclusion

Performance reviews for managers are as important as performance review for employees. It gives them a better understanding and insights into how they work and helps them improve.


Want to know how Engagedly can help you conduct performance reviews for managers? Request for a live demo.

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Guide to select the right Performance Review Software

Investing in performance review software is one of the best decisions your business could make, given how important these applications are for managing an increasingly decentralized work environment. This type of software streamlines work for managers and offers objective ways to measure employee productivity and improve overall management. There’s a huge variety of these performance tools though, and some are quite the investment, so it can be daunting to decide which one you should pick. Don’t worry, we’ll guide you through the entire process of choosing the right performance review software for you.

Step 1: Understand your needs

You need a clear perspective of what you need from a performance review software in terms of HR, finance, and your specific business goals. 

1. Talk to HR

Since HR is responsible for evaluating employee performance and conducting hiring decisions, they will understand your company’s performance needs best. Your organization’s HR department can inform you on what specific features you need from performance evaluation software. They could easily identify how easily such software can be integrated into your company, and whether you should expect a steep learning curve from your employees when they start using it. 

Also Read: 9 Progressive HR Approaches from HR Professionals

2. Budget Constraints 

Professional performance review software is an investment, often a large one, so you need to set a budget range. After having a general idea of what range you can afford to invest in, you need to conduct a cost-benefit analysis of optional features, opting for only the ones you absolutely need. Ideally, you should set your investment range according to your perceived future requirements. If you expect your company to grow massively in the near future or suspect there’s a severe problem with existing performance management, it may be worth spending more. 

3. Organizational Goals

Performance management software is most effective when you already know what you want. It’s not strictly necessary to have a list of exactly everything you need, but it helps to at least have a general idea of what place the system has in your company. 

For instance, if you’re a software development company, you may want your employees to develop new applications quicker, but you also don’t want to compromise on quality. In such a case, you need performance management software that doesn’t just track time but also provides a checklist of project requirements to ensure new applications are developed quicker without loss in quality.

Also Read: 7 Reasons Why Goal Setting Is Important

4. Use a trial or demo version.

Sometimes the best way to see if something works is to just try it out and see what happens. Thankfully, many performance review softwares have trial and demo versions you can test for a short period of time to see if they fit your needs. Usually, you’ll be given access for a week, which is enough time to collect data and conduct analysis to see whether productivity has improved or not. 

Using trial software is also a good idea if you’re not sure of what additional features you want to have. While testing the demo or trial version of the performance review software, you’ll quickly discover additional things you need. For example, if you’re a real estate organization, you might find that one of the most valuable additional features you need from your performance review software is being able to calculate the time spent per unit by a vendor. 

5. Note the features you want 

Although every company’s needs are different, there are generally a few functions every company needs, like listing goals, recording data, and exporting information. And, depending on your organization, you may have specific requirements like providing in-app feedback to employees too. 

Basic features

  • Assignments

Effective performance review software has the capacity to assign team and individual goals for your employees, and it should be able to integrate them in a way that makes sense from an overall perspective. Objective and Key Results (OKR) can easily be used on performance review software. 

  • Data Recording

Performance appraisal software should allow you to collect performance-related data from employees such as the number of hours logged, the amount of time taken to complete a task, etc. This raw data should be easily accessible for managers. 

  • Export data

You should be able to export the data stored on the application to external sources for safety, analytical, or managerial reasons. There is no valid reason for not being able to do that. 

  • Basic statistics

At least some basic statistical functions should be present, like calculating averages. These statistics offer meaningful information for managers. 

Also Read: What Is A Performance Management System?

Advanced functions 

These requirements may or may not apply to your specific case, but generally the larger and more complex an organization is, their needs will also be more complex. 

  • Goal adjustment and editability 

Depending on your industry, you may have very complex tasks that you assign to employees. In that case, you need a performance review system that allows managers to collect different types of data flexibly and edit task requirements if needed. 

  • Feedback mechanism 

Being able to give feedback directly through the employee performance management application is a desirable feature for large organizations. 

  • Real-Time Progress Updates 

This feature is especially desirable for companies with large numbers of remote workers. Being able to see everything that each employee is doing at a glance helps managers better understand their employee’s conditions. 

  • Visual Representation of Data 

Some performance software lets you construct basic visual diagrams, like piecharts, bar graphs and histograms, of employee performance. These visual aids can be useful if you want to represent information intuitively. 

  • Compensation Integration 

Being able to dispense salaries from a performance application is a useful feature if your employees frequently work overtime, and you would like to track them easily. 

Step 2: Consider Technical Aspects 

Even if you find a performance review system that aligns with your goals perfectly, you still need to make sure it can be integrated into your existing work systems optimally.

1. Compatibility with existing systems

Larger organizations typically already have databases and systems to record employee performance. If you already have such a setup, make sure you can easily export the existing data to the new software. Also, make sure your current It setup will easily allow you to run the software. 

You could start assessing your needs by consulting your IT department about the best way to introduce the performance evaluation software to your organization. Most performance management applications, especially high-end ones, are designed to be compatible with most systems, but you should still check regardless. 

2. Employee adaptation

Transitioning to a new software might initially be difficult for your employees if they’re not technically literate. You might experience disruption caused by the adjustment period, that’s normal, but it should not be a prolonged problem. It should not take your organization more than a week to adjust to the new system. 

This is why trial periods are crucial. During the trial period of a performance review application, take note of how quickly your employees adjust to the new system. If they take too long, it’s evidence that the specific application isn’t right for you. 

Also Read: 8 Steps To Effective Employee Surveys

3. UI – UX or Interface design

A good performance management application should be easy to use with a friendly, clear, and intuitive user interface (UI). Ideally, your staff should experience minimal confusion while using the application. A good UI will ensure the software performs optimally. 

Conversely, a bad UI will lead to disruptions. Employees may find it difficult to use and will make mistakes, skewing the accuracy of the data recorded. Bad UI also indicates the company that developed the software lacks professionalism. 

4. Hosting 

It’s important to pay attention to whether your performance evaluation software can be hosted locally or on the cloud. Ideally, a performance management application should be hosted on a cloud-dedicated server to maximize safety. This type of infrastructure tends to be the most stable, and you should try to get applications that only run on the cloud. 

Step 3: Consider long-term viability 

Performance management software is a long-term investment, so you should make sure the application you choose benefits you long-term.

1. Customer Support 

Inevitably, you will run into problems with any performance management software you use. When these problems arise, you want to make sure the company you’ve hired has a good customer support system. It will help you quickly diagnose your issues and provide effective support. It would be a good idea to check the customer support reviews of different performance review applications. Steer clear of applications with generally bad customer support reviews since it indicates a lack of professionalism. 

2. Scalability and flexibility

Your organization’s needs will change over time as it grows, expands, and encounters new challenges. The performance review software should, ideally, be able to adapt to the changing needs. Your requirements with 100 employees will be vastly different than they are with 10. So make sure that any software you choose to invest in has the potential to be scaled up to the changing needs. The best options will allow you to change nearly everything about the application long-term.

3. Longevity 

Compatibility with new systems is an important requirement. Ideally, the software you invest in today should be fully compatible with various systems for the next 5 to 10 years at least. You should consult with your application’s provider over how long they intend to offer IT support, including how frequently they intend to release updates. The best performance systems will have guaranteed long-term support for their systems and a dedicated team.

Conclusion

An employee performance management software is a great investment, but like any other purchase, you have to make sure you do it right. You need to choose the software that fulfils your specific requirements best, is the easiest to use, has the most number of desired features, and fits in your budget. 


Want to know about Engagedly’s performance review software? Request a demo from our experts!

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Organizations That Redefined Their Performance Management Systems

Many organizations are now understanding the importance of shifting from traditional performance reviews to more continuous and flexible performance management processes.

Continue reading “Organizations That Redefined Their Performance Management Systems”

4 Ways Your Performance Review Is Destroying Teamwork!

Employee performance review is one of the most popular practices for evaluating employee performance. We have written various articles on our blog that talk about the importance of employee performance reviews and can help you get familiar with the process.

With performance reviews, everything seems to be advantageous to the organization; but there is a less commonly discussed aspect of performance reviews that tells a different story. What if your performance review is destroying your team?

Continue reading “4 Ways Your Performance Review Is Destroying Teamwork!”

How To Ace Your Annual Performance Review

Many organizations have their annual performance review right around the corner. If you are going to think of the annual review as a ferocious beast or an unscalable mountain, then acing your review is going to be hard.

Continue reading “How To Ace Your Annual Performance Review”

How To Prep For Those Awkward Post Performance Review Conversations

Difficult conversations are hard. Especially the ones that come after performance reviews.

Continue reading “How To Prep For Those Awkward Post Performance Review Conversations”

What Should I Look For In My Performance Management Software?

Traditional performance review methods are deeply flawed. And if you recognize that, more power to you. However, before you blindly pick out performance management software on the basis of the fact that anything is better than traditional performance review methods, here are few things you need to think about.

Continue reading “What Should I Look For In My Performance Management Software?”

How To Give An Unbiased Performance Review

We all know how important it is to give an accurate performance review. Your performance reviews can either encourage your employees or completely destroy their self-confidence. But managers are human and they tend to have favorites in their team.

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Don’t Just Review Employee Performance, Improve It!

Every manager wants their employees to be enthusiastic at work and be productive. But are they helping their employees stay motivated and use their talents to the fullest?

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