Everyone has their own relationship with performance reviews. Some managers give a quick pep talk and keep things quick and concise. Some employees sit waiting anxiously to hear how they measure up against metrics and expectations. A thorough performance review can be everyone’s benefit and should conclude with action items and positivity whenever possible.
Of course, a lot has changed in traditional employment over the last year. If performance reviews were difficult before the pandemic, this new stressful, remote environment may seem like a good excuse for delaying reviews. Before you choose this step, consider tips from University of Phoenix on how to make the performance review process a little smoother in the current climate.
Change Your Review Schedule
Annual reviews often focus on the recent past, simply because this is what people remember most. They can also be long and meandering as a manager tries to recap a full year. Instead, consider shorter review periods such as every three months, similar to how University of Phoenix conducts its own reviews. Frequent reviews tend to be better for both parties because dialog is focused more clearly on actual activities. These conversations focused more on what the employee has done and how they can best improve.
Don’t Avoid the Tough Conversations
Hedging around the real problems, whether missed deadlines or incomplete tasks, will not help your employee or the organization. Everyone is dealing with stress that is likely to creep into their work. A performance review is a chance to brainstorm mutually beneficial solutions and learn how you can help workers overcome unique challenges caused by the pandemic. For example, you may have employees caring for elderly parents or young children while working full time in a crowded home. Be as compassionate as possible, but don’t avoid having the conversation.
Future Forward
Reminding an employee of a past mistake will not change what happened, but it might make them feel ashamed of it. Instead, if you need to bring up the past, reflect on these areas only in the context of how to streamline or improve processes in the future. This can leave the employee feeling optimistic, which can help them be more confident in their work. Finding this balance can be difficult, but the ultimate goal is to help the employee look ahead rather than behind.
Evaluate Your Rating System
Telling an employee that they need improvement in a certain area can make them feel like they are back in elementary school. Instead, consider a more dialog-based review. At University of Phoenix, managers have open discussions with employees, allowing their needs to be heard without placing people in certain categories. This alleviates much of the stress associated with performance reviews, a welcome change that has become particularly necessary during the COVID-19 pandemic.
Keep Your Camera On
When conducting a remote performance evaluation with an employee, University of Phoenix recommends keeping your camera on. However, you should allow the employee to turn their own camera off if they prefer. They may have young children at home or feel uncomfortable showing their home on camera if it isn’t in perfect condition. The employee should know that they have your attention, and being able to see your face as you review their performance can send a message to them regarding their value in the company.
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