Worst Possible Ways To Conduct A Performance Review

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

Continue reading “Worst Possible Ways To Conduct A Performance Review”

The Good, The Bad, The Ugly: Examples of Performance Review Wording

Filling out a form about an employee’s performance is fairly easy, but when it comes to providing additional comments, this is the step where many managers stumble.

Continue reading “The Good, The Bad, The Ugly: Examples of Performance Review Wording”

4 Performance Review Mistakes That Make You Look Dumb

Performance review, whether you love it or hate it, is there to stay. Most employees deny the validity of them because they presume that the process act as an excuse for managers to put their salary increments on hold.

How can a performance review ever help an organization if its employees do not believe in them?

Do you want to change the mindset of your employees and restore their faith? Well, here is a list of the dumbest possible mistakes you should avoid.

1. Not Informing employees in advance about the ‘Big Day

This is one of the dumbest mistakes a manager could make. A performance review meeting requires prior preparation both by the manager and the employee. You cannot go to your office one day and announce a surprise performance review meeting. So, inform your employees in advance about the ‘Judgement Day. So that it can help both the employees and the organization.

2. Focusing only on negatives in a Performance Review

Never assume that employees don’t need to hear about the things that they do well. Don’t always focus on their negatives. Give them meaningful feedback where you appreciate them for their good work and point out their mistakes, giving them a chance to correct them.

Also Read: The Ultimate Checklist for Performance Appraisals!

3. Talking too much

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

4. Absence of goals and plans

It is not only about reviewing the past performance of employees. It is more about setting goals for the future and helping employees improve themselves based on the past reviews. Having no goals or follow-up plans after a performance review is as useless as not having a performance review at all.

Do you want to know how Engagedly can help you with performance reviews? Request a demo to know more.

Request A Demo