Understanding your business' health and your team's performance is vital in expanding your business. Performance reviews are a great way to check-in with your employees and offer support. In addition, managers can learn about their employee's struggles and successes, which can help other staff achieve success.

Performance review methods may vary across different businesses, where some businesses may perform casual meetings to check in on the performance.

Managers should consistently set performance meetings monthly, especially during an employee's probation period.


Here are eight essential tips for conducting effective employee performance reviews:

1. Preparation 



Prepare your employee's key business performance metrics and areas you wish to discuss.

2. Employee Self Evaluation 



Allow employees to review their performance, reflect on past months, and devise actions to improve their performance.

3. Sharing Review 



Allow access to the performance review documents and share them with the employee being reviewed. This will help the staff clearly understand what actions they can take moving forward.

4. Meeting Place 



Designate a private and quiet area to collaborate and share ideas with your employee. A formal performance review will reflect the importance of the occasion.

5. General Feedback 



Gain feedback from close colleagues who may have some insights into the employee and their behaviours and attitudes.

6. Documentation 



Ensure you document fine details about performances and what occurred during the performance review. This will help to look back and track if your employee is meeting standards and achieving solid outcomes.

7. Conversation 



Encourage an open conversation with all your employees, which will help them build trust with you. Employees will then be able to come up to you and put their hand up, saying, "I'm struggling, and I need your support."

8. Set Goals and Expectations 



Performance reviews can be a helpful tool in tracking where your employees are and how you can further support them to meet their goals. Constant check-ins and reviews will help build trust within the organisation and allow staff to speak up if they are concerned about their performance.

The overall goal of setting a performance review is to look at your employee's strengths and weaknesses. Showing your employees you respect and trust them will help employees understand they can come to you for extra support if they feel they need to.

As a manager, you must show empathy towards staff who may be underperforming and help them overcome their struggles. If staff feel they can't come to you for help or think their question is stupid, you are not leading them. Businesses survive not only by profits and revenues but on the attitudes and cooperation of their staff.

Performance reviews should be a comfortable space for the team to express their concerns and offer advice.



Best Wishes!

Chris Fordyce

Customer Success @RosterElf

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