How to Give a Good Employee Review
Giving an effective employee review can be essential for development. How is your employee supposed to learn how to grow professionally without an effective review? Our HR consulting company is here to give you a few tips for giving an efficient employee review. If you need HR help with this important task, call Kmet Consulting today at 877-783-5638.
Start employee development planning early on.
Employees should know what is expected of them from the beginning. Any time you hire someone, have a productive conversation with them. Set goals and allow them to share their most treasured accomplishments thus far with you. The point here is to establish a clear culture of communicating from the beginning, that way when the yearly review comes around, both parties are more prepared for it. Encourage progress with clear communication.
Give constructive feedback.
The goal of the review should be to encourage development. When you give feedback for performance improvement, do so in a positive manner. For example, if you are trying to encourage the employee to improve their sales goal, instead of saying:
"We really need you to increase your sales by 20% each month." Try:
"We really appreciate all the sales you have made and the hard work you have been contributing to the overall goal of the company. We know how talented you are and we'd like to implement a new goal moving forward and increase the current goal by 20%. This will only increase your commission, but we are willing to teach you new tools that can help you reach this goal, as well."
Address issues as they come, don't wait for the review.
If an employee is doing something wrong due to simply not knowing any better, communicate that to them right away. Don't wait until the review, otherwise, that frustration can build and worsen and possibly cause, you the manager, to deliver your critiques in a negative way. That may not help anyone.
Encourage further team interaction with one another.
Employees can learn from one another. Encourage an open culture where employees can bounce ideas off one another. This way, when it comes time for the review, your employee is already developing and you can recognize them for that.
Leave a positive impression on your employee.
Try to avoid ending a review on a negative note. End the review with a positive comment and recognize your employee for all the progress they have made and the hard work they do for you. Appreciated employees can tend to work more diligently for their manager because they feel appreciate and happy in the workplace.
To retain a talented workforce and ensure your company has a sustainable competitive advantage, create an environment that encourages employee development. Trust your employees to do the jobs you have hired them to do and avoid hovering over them. Learn to delegate and motivate versus dictate and micromanage - you can be a happier manager this way and set a better example for your employees. We offer courses designed to support personal development and organizational growth. If this sounds like something you are interested in, please give us a call today at 877-783-5638. We also invite you to visit our website at www.KmetConsulting.com to see the other HR services we offer that can benefit your company.
How to Give a Good Employee Review
Start employee development planning early on.
Employees should know what is expected of them from the beginning. Any time you hire someone, have a productive conversation with them. Set goals and allow them to share their most treasured accomplishments thus far with you. The point here is to establish a clear culture of communicating from the beginning, that way when the yearly review comes around, both parties are more prepared for it. Encourage progress with clear communication.
Give constructive feedback.
The goal of the review should be to encourage development. When you give feedback for performance improvement, do so in a positive manner. For example, if you are trying to encourage the employee to improve their sales goal, instead of saying:
"We really need you to increase your sales by 20% each month." Try:
"We really appreciate all the sales you have made and the hard work you have been contributing to the overall goal of the company. We know how talented you are and we'd like to implement a new goal moving forward and increase the current goal by 20%. This will only increase your commission, but we are willing to teach you new tools that can help you reach this goal, as well."
Address issues as they come, don't wait for the review.
If an employee is doing something wrong due to simply not knowing any better, communicate that to them right away. Don't wait until the review, otherwise, that frustration can build and worsen and possibly cause, you the manager, to deliver your critiques in a negative way. That may not help anyone.
Encourage further team interaction with one another.
Employees can learn from one another. Encourage an open culture where employees can bounce ideas off one another. This way, when it comes time for the review, your employee is already developing and you can recognize them for that.
Leave a positive impression on your employee.
Try to avoid ending a review on a negative note. End the review with a positive comment and recognize your employee for all the progress they have made and the hard work they do for you. Appreciated employees can tend to work more diligently for their manager because they feel appreciate and happy in the workplace.
Develop Your Employees with Kmet Consulting
To retain a talented workforce and ensure your company has a sustainable competitive advantage, create an environment that encourages employee development. Trust your employees to do the jobs you have hired them to do and avoid hovering over them. Learn to delegate and motivate versus dictate and micromanage - you can be a happier manager this way and set a better example for your employees. We offer courses designed to support personal development and organizational growth. If this sounds like something you are interested in, please give us a call today at 877-783-5638. We also invite you to visit our website at www.KmetConsulting.com to see the other HR services we offer that can benefit your company.
877-783-5638
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