Improve Your Employee Review Process in 2019!
It is 2019 and a new year can mean a new direction for your team! Many people choose to improve themselves as a New Year's resolution, so why not make it a goal to improve your employee review process too? Too often companies are afraid to change and break away from tradition, but sometimes change is necessary for improvement. Kmet Consulting is here to give you a few tips for improving your employee review process in 2019. For further HR help with this important task, call our HR consulting company today at 877-783-5638.
RECOGNITION AND FEEDBACK
Thank your employees for all the hard work they contribute to your company. Make them feel appreciated and thank them for their time. Leave a positive impression on your employee. Employee reviews are meant to help inspire improvement, not to leave the employee feeling less confident about themselves and the work they have been doing.
Make your feedback clear and to the point. For example, if you are the manager of a restaurant and you are reviewing a cook and would like to see the dishes he or she is making have a better presentation, then clearly explain that. Give them tips on how to accomplish that.
CONSISTENCY IS KEY
Usually when you hear "employee review," you may think annual employee raise. Reviews often include raises, but make the two separate. This way, if your company has a policy of only giving one pay raise a year, then you can still make the time to have quarterly reviews or more.
Having only one employee review a year may not be very effective. Doing this can make it difficult for your employees to continuously improve and get your constructive feedback. Try having at least quarterly reviews to get better results.
IMPROVEMENT AND GOALS
Too often managers will try to critique what their employees do on a daily basis without knowing how to do their job tasks themselves. If you don't know how to do something, how are you going to be able to help someone else do it better? HR managers or managers should take a little bit of time to educate themselves on how to do the tasks of the employees they are critiquing.
Employee reviews shouldn't just be a meeting about the typical "compliment sandwich," comments about your good work at first, then critiques, ending with more compliments. Ask your employee where they think they should be at within six months to a year. What would they like to accomplish themselves professionally? Help them achieve that goal by laying out a plan to get there.
Constant improvement among your team is vital and proper employee coaching should be taken seriously. There is no shame in asking for HR help when you need it. We help organizations create and implement performance appraisal systems that focus an employee’s attention on the mission, strategy, vision, and values of the organization so they can continue to contribute to its success. If that sounds like something your company could benefit from, please give our HR consulting company a call today at 877-783-5638.
RECOGNITION AND FEEDBACK
Thank your employees for all the hard work they contribute to your company. Make them feel appreciated and thank them for their time. Leave a positive impression on your employee. Employee reviews are meant to help inspire improvement, not to leave the employee feeling less confident about themselves and the work they have been doing.
Make your feedback clear and to the point. For example, if you are the manager of a restaurant and you are reviewing a cook and would like to see the dishes he or she is making have a better presentation, then clearly explain that. Give them tips on how to accomplish that.
CONSISTENCY IS KEY
Usually when you hear "employee review," you may think annual employee raise. Reviews often include raises, but make the two separate. This way, if your company has a policy of only giving one pay raise a year, then you can still make the time to have quarterly reviews or more.
Having only one employee review a year may not be very effective. Doing this can make it difficult for your employees to continuously improve and get your constructive feedback. Try having at least quarterly reviews to get better results.
IMPROVEMENT AND GOALS
Too often managers will try to critique what their employees do on a daily basis without knowing how to do their job tasks themselves. If you don't know how to do something, how are you going to be able to help someone else do it better? HR managers or managers should take a little bit of time to educate themselves on how to do the tasks of the employees they are critiquing.
Employee reviews shouldn't just be a meeting about the typical "compliment sandwich," comments about your good work at first, then critiques, ending with more compliments. Ask your employee where they think they should be at within six months to a year. What would they like to accomplish themselves professionally? Help them achieve that goal by laying out a plan to get there.
Kmet Consulting is Here for You!
Constant improvement among your team is vital and proper employee coaching should be taken seriously. There is no shame in asking for HR help when you need it. We help organizations create and implement performance appraisal systems that focus an employee’s attention on the mission, strategy, vision, and values of the organization so they can continue to contribute to its success. If that sounds like something your company could benefit from, please give our HR consulting company a call today at 877-783-5638.
sue@kmetconsulting.com
877-783-5638
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