Performance review season can be a stressful time for employees and managers. The hope is that supervisors and their direct reports can share their successes, where there’s room for improvement, and set goals for the coming months that align with the organization's objectives. However, this process is notoriously anxiety-inducing and can leave staffers feeling disgruntled if not handled correctly.
A Gallup survey found that less than 20 percent of employees feel inspired by their reviews, and disengaged workers cost U.S. companies a collective $1.6 trillion a year, SHRM reported.
In this blog, we will explore strategies to maximize productivity during performance review season, ensuring a smooth and effective evaluation process.
Offer Guidance, Not Criticism
Reviews should leave employees with an illuminated path toward success, not feeling like they’re left in the dark.
SHRM shared a story about a 25-year-old account coordinator who knew it was time to leave his agency after his annual review because company leaders only asked how he would rate himself and ignored his requests for guidance about how to advance at the firm.
“At the end of it, there was no mention of the next steps. I was very much in the dark,” the account coordinator told SHRM.
Unfortunately, this story is a common one. Luckily, it can be easily addressed by shifting the focus of performance reviews from a purely evaluative process to a developmental one. Make sure your managers are equipped with proper tools including communication techniques and goal setting. Well-prepared managers contribute to a more positive review experience for both themselves and their team members.
Feedback Should Be Year-Round
Make sure your employees know when their review is coming and what to prepare. If you can do it at the same time each year, that will help alleviate stress.
That said, feedback should be happening all year long. Encourage supervisors and managers to conduct regular check-ins with their direct reports and promptly address any concerns. This will keep the discussion fresh and reduce the workload during the formal review process. Plus, workers won’t feel blindsided by issues that have never been brought to their attention before.
Performance Management Technology
Incorporate technology and data to streamline the review process. Utilize performance management software that allows for easy tracking of goals, feedback, and achievements. Automation can significantly reduce administrative burdens, enabling HR professionals and managers to focus on more strategic aspects of the evaluation process.
Encourage Self-Assessment
Give employees an opportunity to share their thoughts and self-assessments, as well as their career aspirations. This will promote a sense of ownership in the review process, and an opportunity to identify ways to help build your employees’ skills with training and/or courses. Remember, employee input about their performance should not be weaponized against them but used as a basis for constructive discussions.
Maximizing productivity during performance review season involves strategic planning, effective communication, and a commitment to fostering employee development. By implementing these strategies, managers and HR professionals can transform the performance review process into a positive experience, and set the stage for a motivated and engaged workforce.