Any business-oriented corporate takes stock. And one stock-taking activity is reviewing its employee performance. But while it may be somehow uncomfortable to employees, it is the sure way to know work done and what needs improvements or adjustments.
Many employees dread the reviews partly because they may impact remunerations and promotions. So, how can you give it a humane face but still achieve the intended results?
Read through to know how to give performance review comments that positively impact all and result in improved manager-employee relationships.
- Increase the frequency of the reviews
In any organization, review periods are tense. As a result, many employees do not look forward to it because they believe they will receive a negative review.
Increasing review frequencies can help create a conducive atmosphere and reduce the tension. If done annually, employees may look at it as a mere ritual thus be less interested. On the other hand, if done quarterly, employees will understand where they stand and what they need to do to improve.
Further, the relationship between managers and juniors improves because it provides more time for interactions.
- Managers should own up the performance reviews
As much as reviews are employee-focused, managers should also own them. The reviews need to reflect employees will get support from their seniors.
Additionally, reviews should not be a ‘revenge’ tool on the juniors but rather an avenue to discuss improving performance.
- Make the performance review comments more engaging
Review comments should not be condemning. They should promote trust and create an atmosphere of engagement. These engagements can entail recognition, career development, and support rather than dwell on one individual.
- Review comments should be devoid of subjectivity
With advancements in employee rating techniques, review comments should be objective but not subjective. Managers should rate their juniors based on scientific research and not personal opinions.
- Future-oriented review comments
Most reviews lean on past performance. However, as much as the past is crucial and needs rating, much focus should be on the future.
But because industries and companies may differ, there needs a perfect balance between traditional and modern review methods. The balance will help eliminate laxity among employees and prevent a manager from ‘punishing’ an employee.
- It should be transparent
Reviews should not be shrouded in secrecy. The best technique is operating an open-door policy and having a two-way review. Such techniques boost trust, as employees know there won’t be victimization.
- Concentrate more on the positive than the negative
In performance reviews comments, the strengths and weaknesses of an employee will find their way on the discussion table. A perfect way to deal with the negative aspect is to discuss the positive side intensely.
Through this, the employee will feel encouraged to work harder and improve their weaknesses.
Bottomline
Performance review comments are inevitable. The process comes with anxiety, but there is an opportunity to turn them into ‘parties.’ How to turn them is the big question. Following the above tips is a sure way to have everyone look forward to reviews sessions.
