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I'm writing and giving my first employee performance review. Any managers out there have suggestions, dos/donts, things to have/not have when doing one?
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Try to have examples for everything, good or bad. That was the big one for me.In the best of times, our days are numbered, anyway. And it would be a crime against Nature for any generation to take the world crisis so solemnly that it put off enjoying those things for which we were presumably designed in the first place, and which the gravest statesmen and the hoarsest politicians hope to make available to all men in the end: I mean the opportunity to do good work, to fall in love, to enjoy friends, to sit under trees, to read, to hit a ball and bounce the baby. -
Focus on specifics, how they behaved and data-based results. If you have a group of good employees, then look for what differentiates very good from good.I'm just here for the baseball.
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i've done hundreds of these. it depends on the system you use (we've gone through three), and what it allows or expects you to do, and what they are used for. are they a primary factor in promotions or firings? in raises or bonuses? it can make a lot of difference. did your employees have written down goals (hopefully with measurable outputs) at the beginning of the review period? if so, then you have to rate them (and/or comment - again, depending on the system). if they didn't it is more difficult.
FWIW, formal performance reviews are becoming somewhat passe - there is quite a bit of evidence that they are actually counter-productive."Instead of all of this energy and effort directed at the war to end drugs, how about a little attention to drugs which will end war?" Albert HofmannComment
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Some good insight, thanks. I've also read articles and books on the counter-productivity of these reviews. It's been a while since I've read the books but I think the gist was that there are more and better ways to provide feedback and on a more regular basis. I think some employees in general just brush these reviews off if they are rare and keep doing what they've been doing. In this particular situation, the goal for my staff is to create a level of accountability that didn't exist before. As a result, these reviews help provide measurable goals and expectations which hadn't been given to them prior to me overseeing them. That will also make this first review more difficult (but it'll help to be specific and provide examples like MJL and Chancellor recommended) but should make future reviews/goals a little more worthwhile.Originally posted by bryanbutler View PostComment
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someone needs an employee onion survey.Originally posted by Sam View PostI'm not expecting to grow flowers in the desert...Comment
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Always finish on a positive note.Comment
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Many years ago I had a boss who did not like me - she liked my work but not my approach.
She wrote - "Dan is very immature" on my review (at an investment bank). There was only one appropraite written response to by made by me on that comment.
I wrote underneath it "takes one to know one"Comment
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Thanks all - good insight.
ElD - here's the author who I remember reading about the counter productivity of reviews:
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I have 7 reports in the US and 15 in the Philippines so it's a bit different depending on your audience. We keep the onus on the employee to monitor and track their own accomplishments in addition us managers doing it. I try to accomplish a few goals in performance reviews:
Review goals, metrics accomplishments -- acknowledge
Address any issues/areas of need
Set new goals and expectations
Give a frank analysis of their work performance
I keep it buzz-wordy and professional in written form because they company will read my write-ups but in the verbal piece I'm a little more casual, direct and try to be real.Find that level above your head and help you reach it.Comment
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High Performers actually "Leverage the Synergy"Originally posted by Steve View Post---------------------------------------------
Champagne for breakfast and a Sherman in my hand !
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The Party told you to reject the evidence of your eyes and ears. It was their final, most essential command.
George Orwell, 1984
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problem is it's all subjective, so impossible to quantify. but just google it and you'll find lots of descriptions of how they fail. many of which i agree with. especially if they are only yearly. if you're only reviewing performance with your direct reports once per year, then there is a deep problem.Originally posted by eldiablo505"Instead of all of this energy and effort directed at the war to end drugs, how about a little attention to drugs which will end war?" Albert HofmannComment
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