Dec 11,2017 at 08:00 am By Wolfpack
Hands up if you’ve:
Now hands up if you do regular performance reviews with your staff?
No one seems to like performance Reviews (also known as performance appraisals, employee evaluation, employee appraisals etc). Most business owners I know range between “don’t do them” and “kinda, sometimes”. Everyone seems to feel awkward around them perhaps because:
I meet business owners who explain their lack of formal performance reviews by saying things like “I see this person every day, I sit next to them, why do I need to have a formal meeting? Isn’t that a bit weird?”
The irony is that this important part of people-leadership has so much potential to do so much good – if only people knew about the amazing outcomes when performance reviews are done well.
All the issues I listed at the top could well be avoided if effective performance reviews were in place.
The real performance review is a courageous, authentic, open conversation between leader and team member. It is based on evidence, not subjectivity. It puts it all on the table, behaviour and outcomes, the good, the bad and the ordinary.
If you achieve this, you will find that the employees you want to keep will find it useful, enriching, encouraging and motivating. You will feel a sense of accomplishment that you have helped someone become more productive and you will feel like a real leader (because you will be).
Furthermore, the benefits are numerous:
So it’s a no-brainer, the benefits are huge and can even make the difference between your business’s success or failure. Yes it’s going to take time and energy on your part, but that’s why you employ people – you leverage you time by delegating to others – so make sure you do it properly and the pay-back will be massive.
Just how often should performance reviews be done? Every 12 months at worst, 6 months at best. You can even do less formal ones at the 3 month mark between the 6 months ones if you want – and should be in an employee's first year. When an employee is new, then every month if a 3 month probation, and perhaps monthly then every 2 months if a 6 month probation.
What happens in a review meeting? I like to run them with three basic agenda items:
Now it is way beyond a blog post to go into details on how to structure feedback and the meeting in detail. Further, some of that detail needs to be tailored to your particular business.
Because I get a lot of questions about performance reviews, I have created a training course to help business owners and managers. It’s live on-line, over two weeks and each attendee will have a chance to work with the Wolfpack performance review templates and adapt them to their own businesses. You walk away with all you need to start doing your reviews.
More information about the course here
So go ahead – review the performance of your team regularly. Tell them what you really think in a formal, thorough, objective, constructive meeting which covers all aspects of their role. It will be well worth your while.