Top Employee Engagement Benefits

In recent years, there has been a lot of criticism about employee performance evaluation. Traditional personnel evaluation systems have been a nuisance for both managers and employees. Because of this, most workers believe that performance assessments don’t work.

The annual performance evaluation still has a place. But, on the other hand, successful organizations recognize that it must be part of a larger plan for discussing performance.

Your small firm may benefit from integrating performance management software into your annual review process to decrease the cost strain. In addition, HR systems for small and midsize organizations, such as Inspirit, Namely, and ADP Workforce Now, make it easier for workers to voice their opinions.

Real-time reporting and improved communication between employees and managers are two of the benefits of a high-quality performance management system. Your results are saved and accessible to you at a later date, thanks to the software platform. However, you still need to know what to say and how to say it even if you have a program like this in place if you want your review process to increase employee involvement and retention.

Establish a system of informal, ongoing feedback.

While it is common for managers to conduct performance evaluations only once or twice a year, this should not be the only time employees are given feedback. In addition, there should be no shocks at the end of the year regarding evaluations.

Honesty is the best policy.

There is no such thing as a perfect employee, and there is always the opportunity for development. Don’t be afraid to bring up the critical issues to you. Tiptoeing around a topic that harms your team won’t get you very far.

As a professor of leadership at George Washington University’s School of Business, James R. Bailey encourages managers to be honest with their employees, but not brutally so. First, let others know how you would like them to get your feedback. Then, decide on a strategy and stick to it; the conversation is inevitable.

Everyone in the office knows that the person is a poor performer, and if you don’t confront it, they will label you as weak or cowardly for not addressing the matter, Bailey said.

Leon Rbibo, president of Laguna Pearl, urged managers to display and expect clarity. Managers and employees need to be extremely clear about what they expect and what they need from each other for the relationship to succeed.

“Nothing you discuss during the evaluation will help the situation, and you’ll be addressing the same topics at the next performance review,” Rbibo remarked. Remember that if you don’t address the issue, nothing will change.

Do it in person.

To have a more in-depth talk in person, the written evaluation should concisely summarize the discussion points. Meetings in a coffee shop or other places away from the office might create a more welcoming environment for participants. Using a video chat to review remote workers is a great way to ensure that you’re still having a face-to-face discussion. This method allows for conversation and input on their end and prevents misunderstandings.

According to Bailey, performance assessments can only be given face-to-face, with adequate time to present and process, listen and reply. “It’s just too crucial to consign to email or phone. In this case, you would be sending the message that you don’t care enough about the subject even to meet.”

After highlighting any inadequacies or faults, explore remedies to those concerns and encourage staff to voice their opinions.

Use Concrete, Relevant Examples 

Ensure you have specific examples to refer to when addressing an employee’s strengths and weaknesses. Taking notes over a lengthy period is essential for this reason.

‘If you don’t have anything to back up your claims, you’re speaking anecdotally,’ Rbibo remarked. “Clarity and understanding are hampered as a result of this. So it’s important to give out a few examples of where an employee is falling behind in some key performance areas and discuss how you would like those handled differently in the future.”

Exemplifying your requirements with examples shows the employee that you are paying attention.

Make Sure You End On A High Note

Don’t leave the review without mutual understanding and respect, and don’t allow any employee to feel in the dark about what will happen moving forward.

When an employee isn’t living up to expectations, suggests using performance reviews as a chance to set attainable goals that will help the employee feel like they have a plan of action to help them get back on track.

Boosting your employee’s morale after a less than stellar assessment can be done by expressing your gratitude and encouraging them. Positive and constructive comments can go a long way to boost employees’ morale and motivation.