No matter when you do an employee review, it gives you a chance to assess your team members on an individual level. While an employee assessment process is often times looked at as an exhaustive process, it does give you a great way to be one-on-one with everyone on your team.
To help you conduct a team member’s review, your friends at Dale Carnegie Training of North Dakota have listed below a number of ideas and suggestions to make the process substantially easier for both you and your team members.
1. General Feedback Summary — At the beginning of the review, provide the employee with general feedback on their performance. This will set the tone for the review. You can take this opportunity to stress your desire for feedback from the employee.
2. Specific Points Of Praise And Concern — When offering positive feedback and constructive criticism, be as specific as possible. “I really like how you handled the customer service process with the client by immediately addressing their specific concern. You resolved the issue within twenty-four hours and we received positive feedback from the client as a result.”
3. Employee Self-Appraisal — Prior to the interview, provide the employee with a list of performance qualities and job tasks you wish to review. Ask the employee for a self-evaluation on each item on the list. This is an excellent way to ensure that you and the employee perceive their performance similarly.
4. Request Feedback From The Employee — During the review process, ask the person for their feedback on the best way to manage them (this is a nice opportunity for you to improve your management skills).
5. Everyone Should Leave The Meeting With An Action Plan — Both you and your team member should leave each review with an action plan. And to help the employee create their action plan, they must have a clear understanding of the goals, and the challenges they may need to overcome, in order to attain their goals.
When it comes time to conduct the review, set a conversational tone. You also need to look for both the pros and cons of who they are as an employee. Doing so will help keep them from acting defensively to every piece of constructive criticism. Additionally, make it clear that the employee’s feedback is an important part of the review process.
At the end of each review, recap that person’s strengths, weaknesses, goals, action items and any other key items discussed. This will ensure that you and your employee are on the same page.
This post is brought to you by the good folks at Dale Carnegie Training of North Dakota, providers of professional development and management development courses and information in North Dakota. We would love to connect with you on Facebook.
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