Ten tips for an effective annual review.
10 December 2014
Read by 2584 persons
The annual review is a special time to check in with an employee about the past year. Here are some rules to follow to make this meeting worthwhile.
Even in a small company, where employees and employers are close, implementing annual performance reviews is not a superfluous initiative. The system allows for a special time to review the past year and gain some distance from the daily routine. For these reviews to be truly effective for human resource management, they must follow some simple rules.
1. Use a guide. Too many interviews are limited to discussions without direction. Use a guide for the interview where you will write down your assessments. It should be detailed enough and adapted to the type of position and the company.
2. Set a schedule. Set the date of the interview in advance so that everyone has time to prepare and avoid late hours.
3. Find privacy. Choose a quiet and neutral place (this is not a formal summons) and turn off cell phones and computers.
4. Dare to speak. Start with the positive points, the successes, but also tell the truth when you are not satisfied with the employee.
5. Stick to the facts. Avoid subjective assessments, but be factual and precise in explaining the weak points that need to be improved. Listen to the employee's comments and take notes.
6. Set "measurable" goals. For each point discussed, set goals for the coming year, which will allow you to measure the progress made the following year.
7. Separate the issue of salary. Even if everyone knows that this is important, it is preferable not to link the annual review and salary increase to avoid polluting the discussion.
8. Ensure follow-up. Note the commitments made during the interview (training, job evolution/modification?) and ensure that they are kept, otherwise the employee may legitimately reproach you for it the following year.
9. Stay alert. If the interview strays, the guide should be used to refocus it to avoid falling into casual conversation or a verbal escalation.
10. Know how to listen. However, you should also take advantage of this special time to listen to employees' opinions or ideas on the general operation of the company.
Daniel Rovira.
Lexpress.fr
Posted on December 6, 2016.
Even in a small company, where employees and employers are close, implementing annual performance reviews is not a superfluous initiative. The system allows for a special time to review the past year and gain some distance from the daily routine. For these reviews to be truly effective for human resource management, they must follow some simple rules.
1. Use a guide. Too many interviews are limited to discussions without direction. Use a guide for the interview where you will write down your assessments. It should be detailed enough and adapted to the type of position and the company.
2. Set a schedule. Set the date of the interview in advance so that everyone has time to prepare and avoid late hours.
3. Find privacy. Choose a quiet and neutral place (this is not a formal summons) and turn off cell phones and computers.
4. Dare to speak. Start with the positive points, the successes, but also tell the truth when you are not satisfied with the employee.
5. Stick to the facts. Avoid subjective assessments, but be factual and precise in explaining the weak points that need to be improved. Listen to the employee's comments and take notes.
6. Set "measurable" goals. For each point discussed, set goals for the coming year, which will allow you to measure the progress made the following year.
7. Separate the issue of salary. Even if everyone knows that this is important, it is preferable not to link the annual review and salary increase to avoid polluting the discussion.
8. Ensure follow-up. Note the commitments made during the interview (training, job evolution/modification?) and ensure that they are kept, otherwise the employee may legitimately reproach you for it the following year.
9. Stay alert. If the interview strays, the guide should be used to refocus it to avoid falling into casual conversation or a verbal escalation.
10. Know how to listen. However, you should also take advantage of this special time to listen to employees' opinions or ideas on the general operation of the company.
Daniel Rovira.
Lexpress.fr
Posted on December 6, 2016.
