Feedback Performance Review

The only way an employee can successfully contribute to your business is by knowing exactly what is expected of them and by receiving frequent updates from management about how well they are meeting those expectations. To simply set an employee adrift in their position, hoping that they’ll figure out which habits are productive is not only a waste of time but it can also cost you a ton of money. If you want to get the most out of your team, it’s important to have a clear strategy about how to communicate expectations and evaluate employee success. That said, we strongly recommend using a SMART, 360 Degree Feedback Performance Review – Specific, Measurable, Achievable, Realistic and Timely.

Measuring Employee Performance?

Measuring employee performance is a process whereby past conduct is evaluated against predetermined criteria for productivity and proper company behavior. No two companies have exactly the same evaluation process, and many differ on the points used to evaluate each individual worker. Even if you’re not exactly sure which characteristics will tell you whether or not an employee is making the most of their position, some evaluation will still help you ensure productivity and satisfaction.

Benefits of Measuring Employee Performance

• Requires A System Of Evaluation – If you’ve been avoiding the task of creating job descriptions, requirements for promotion, or an evaluation system in general, the need to measure employee performance will indirectly help you get these tasks accomplished. In creating this system, you might identify wasteful practices that are costing your department money, or employees whose talents can be put to better use.
• Facilitates the Hiring Process – Once you’ve had a chance to decide which criteria are most important for determining whether employees are performing well on the job, you’ll find that those same criteria can be used to determine which prospective employees are most likely to be successful. Instead of taking people at their word, or hoping that they will do well in the job, you’ll finally have a dependable system for gauging potential success.
• Motivates Your Employees – If you think your employees have lost their desire to push themselves to achieve more, constructing a regular evaluation system will probably get them back on their toes. Knowing that there will be a frequent assessment of how well they’ve been doing will prevent them from slipping into apathy in the office.

Starting the Evaluation Process

Once you’ve got an evaluation system in place, the last thing you should do is spring it on your employees. Make sure you tell them well in advance that evaluations will be starting, outline the criteria and let the team know how frequent the evaluations will be. This way, no one will feel trapped.

I’m sure that you are already conducting Performance Reviews to some degree. If not, take a look at our Annual Performance Review Appraisal Template. Even if you already have a standardized review in place, you can still get some great ideas from our template. We also a have boiled down Learning and Development Plan Template that can be used if you think the Annual Review is too detailed for your needs.