Mark Salinas – Insight and Action

Re: Insights and Action

Performance Reviews

Posted by Mark Salinas on June 17, 2008

It is review time, are you prepared?  Some tips:

1. Concentrate on what you and the employee can achieve together in the future. Don’t use performance reviews just as a means of telling workers everything they’re doing wrong.
2. Strive for consistency and fairness. Apply performance criteria to all employees, not just a few.
3. Encourage employees to evaluate themselves and to discuss their own strengths. Your view of an employee and the employee’s view of himself should match fairly well. Otherwise, it’s a warning signal.
4. Be honest about poor performance, but not brutal. Document your observations in writing.
5. If you’re small enough that constant communication and feedback are taking place, you may be able to avoid performance reviews. But don’t send the message that performance isn’t critical.

2600 Phrases for Effective Performance Reviews by: Paul Falcone

It is important for the morale of the employee that performance reviews are done consistently. The employee could start to come to their own conclusions if communication is lacking.


2 Responses to “Performance Reviews”

  1. For the employee performance review to be successful depends on the competency of the one conducting the review. A lot of businesses use managers and supervisors who have little or no training conducting an employee performance evaluation.

    Employees who educate themselves in how employee performance appraisals work are more confident about taking them.

  2. marksalinas said

    Yancey- Excellent feedback, thank you!

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: