In the previous blogs in this 4 part series we looked at Setting Expectations and Assessing Performance. Today we will look at best practice for Performance Reviews.
Quick Recap
In Assessing Performance, we stressed the importance of ‘Managing by Walking Around.’ In other words, taking the time to observe what your team is doing on a daily basis if they are in the office, and checking in if they are working remotely. If you have a quick chat with every member of your team first thing in the morning, you can rest assured that they know what they are doing, and you can leave them to it and get on with your own work.
This is not micro-managing. It is a quick check to see how they are generally, ask if they need your help with anything, or if there is anything that might prevent them completing tasks. It gives you the opportunity to provide encouragement, motivation and feedback, and also address any issues before they become a problem. In addition, you are able to maintain a clear picture of how your team is tracking against goals.
Performance Reviews
Performance Reviews are more formal. We usually conduct them either quarterly or upon completion of projects or goals. As the word ‘review’ suggests, it is a look back at what was done and achieved. This is the time to discuss what the team member did, what they learned and what they might do differently next time. You can also identify further development needs and set new goals and expectations going forward.
There should be no surprises in a Performance Review as the team member will have received ongoing feedback over the review period.
What is the difference between a Performance Review and an Annual Appraisal?
There is often confusion between the two terms and many companies call any kind of review an appraisal and vice versa.
However they do serve different purposes. As already mentioned, a Performance Review looks back at what has been achieved and learned over a short period or a project. They focus on performance and development needs.
Annual Appraisals are separate from Performance Reviews. Appraisals are really there to inform HR and help them prepare budgets for training, workforce planning, compensation and benefits and job evaluation. Therefore, the focus is on having an open discussion, looking forward in terms of career aspirations, promotion, salary increases and training plans.
There should be a positive outcome from an appraisal; a change to the employee’s role that improves the situation both for them and the organisation. Employees should go away from the appraisal meeting feeling good about themselves and involved in their own development.’
In conclusion
If you give continuous feedback, regular performance reviews and manage by walking around; you will strengthen relationships and trust. In turn, you will make team members feel valued.