VIDEO: Become a Master of Performance Reviews Pt 1.: Beginner’s Strategies

So let’s say it’s your first time having to do performance reviews and you need help figuring out just how to do them! Or you could be an employee and you might want to know what should you expect. I’m Justin Fraction and stay tuned for our three-part series as Jessica Dennis helps us uncover the secrets of Performance Reviews! Step 1: Determine the Type of Performance Review Process If you ever wanted to know what kind of performance review process is right for your company or what your company may do when talking to you, …one size doesn’t fit all.

Here are the most common types! Top-down Self-evaluation 360-degree and… Ratings Generally, the best performance review process combines all four types for a more holistic and nuanced view of your employee's performance and development. Step 2: Choose the Performance Review Frequency So many companies do annual performance reviews but you don’t have to. Let’s break free. You wanna know what your options are? Here are some standard frequencies: Semi-Annual Quarterly Ad hoc and… Continuous.

And if you want a bit more depth into that topic you can check out part two of this series. See, now you have something to look forward to! Step 3: Run a Calibration Meeting to Select Evaluation Criteria Bias is not good. If you think you might have this issue with your performance reviews then here is what you can do… Recalibrate with a recalibration meeting. These meetings with other managers and HR departments can assist in 1. Determining the appropriate criteria for evaluating each role, ensuring consistency, and minimizing the risk of bias.

2. Help you determine appropriate performance rating scales for different functions. 3. Aid you in assigning numbers to hard and soft skills, allowing you to compare employees across the organization and identify skill gaps. 4. Can also determine what portions of performance reviews should be quantitative, qualitative, or both. Leveraging performance management software can help streamline this process. Culture Amp, for example, offers templated review questions and sharable calibration views.

4. Construct Your Performance Review Workflow But then if you find logistics confusing here’s a way to have a streamlined workflow. Ideally, your workflow should take into consideration the following. Participants Deadlines Training & Post-review Actions And yes, performance management software like Leapsome automates most of these actions. 5. Complete Performance Reviews Want to know the trick to get meaningful feedback during performance reviews?

Try the STAR method for self-evaluations. STAR is Situation Task Action and Result if you didn’t know. PS, it’s super common in government-based interviews. I’ve done this myself a few times. And yes, I got the job. Thank you. 6. Conduct a Performance Review Meeting Now what if you need to know how to turn your performance review meetings into feedback loops that maximize your employee’s potential keep this in mind. Here’s how. Managers conducting those meetings should prepare to provide specific feedback, outline goals, advise on how to improve in weak areas, and listen and take notes on employee feedback.

7. Follow-up After the Review Are performance reviews a one-and-done affair? I think not! Here’s why… You need to follow up on any promises you made to employees during the evaluation and learn how to optimize the employee review process for future cycles. Stay tuned for the next installment of our series on Performance Reviews where we’re going to tell you all about Frequency. If you’d like to read Jessica’s full article click on the link in the upper right corner of your screen.

Or if you want to read any of our articles you can head back to our website at Technologyadvice.com Finally don’t forget to like, comment, subscribe Live! Laugh! Love! We'll see you next time!