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Staff Reviews
Regularly-scheduled personnel reviews are commonplace
in big businesses, but staff reviews are also
important for smaller MicroISVs as well. First,
there are no rules. The reviews do not have to
occur annually -- they can be quarterly, semi-annually,
or at the end of an established probationary period.
Here are some tips for creating and conducting
better staff reviews...
1. Establish And Communicate Expectations
In the review, it is important that you clearly
establish and convey any expectations you have
for the position.
2. Identify Deficiencies
Identify any performance deficiencies. For example:
"You have been late to work X times in the last
two weeks. I understand that unexpected situations
may come up from time to time, but this is simply
not acceptable."
3. Provide & Discuss Tools To Correct Deficiencies
Provide specifics on how you expect the employee
to correct any performance deficiencies. During
the discussion, reaffirm the expectations for
the position. For example: "We need to have the
office open at 9:00am, and that is part of your
role. As such, we need you to be here sharply
at 9:00am. Is there an earlier train you can take,
or perhaps other transportation options you could
look into?"
4. Discuss Consequences Or Issue Warnings
Explain to the employee what will happen if
their deficient behavior continues. Clearly explain
the consequences, so they are aware of exactly
what will happen if they fail to meet their obligations.
For example: "If you are unable to be here each
morning at 9:00am, we will be unable to keep you
in this position."
5. Self-Evaluation
Ask the employee to review and critique their
own work. These self-evaluations can often provide
a unique insight into an employee's behavior.
6. Commend And Reward Good Work
If the employee's performance has met or exceeded
expectations, then commend them. And, if appropriate,
reward them for their performance. For example:
"I am very pleased with the way you have taken
the initiative and gone beyond your existing role
in taking on the added responsibility of X. As
a result of the new responsibilities, I'm going
to give you an increase in salary, which will
be reflected in your next paycheck."
7. Document And Establish Future Goals
Document the discussion and evaluation for the
employee's file. The document should be dated
and signed by all participants involved in the
review. Be sure to include clearly-stated future
goals for the employee and their expected performance.
8. Schedule Next Assessment
Determine when you intend to reassess the employee's
performance, and schedule the next evaluation.
Reviews can be constructive and helpful. There
is always room for improvement, and performance
reviews are an integral part of employee management.
Use reviews to enhance the employee-employer relationship.
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Employment
Reviews 